Claims:1. A method to use a grading function and stepwise masking out a candidate's profile comprising of;
assigning relevant grade percentages to rank a plurality of job profiles of a plurality of job seekers whereby, assigning of relevant grade percentages is dependent on updating at least one of: educational parameters; and professional parameters;

choosing the plurality of job profiles of the plurality of job seekers by the recruiter, whereby the criteria to choose the plurality of job profiles of the plurality of job seekers is based on primary set of parameters reflected in the plurality of job profiles of the plurality of job seekers; and

paying for the detailed description of the chosen plurality of job profiles of the plurality of job seekers by the recruiter, whereby the payment of the plurality of job profiles of the plurality of job seekers is based on the customised price tag associated with the plurality of job profiles of the plurality of job seekers.

2. The method of claim 1, wherein the step of assigning relevant grade percentages is based on the acclamation parameters of at least one of: profile parameters, educational parameters and professional parameters updated by the plurality of job seekers in the plurality of job profiles.

3. The method of claim 1, wherein the customized price tag is configured to be directly proportional to the relevant grade percentages.

4. The method of claim 1, wherein the relevant grade percentages are configured to at least one of: increase and decrease based on the number of views of the plurality of job profiles of the plurality of job seekers by the recruiters.

5. A system to use a scoring and stepwise masking out a candidate's profile comprising of;
an update module configured to update at least one of: profile parameters, educational parameters and professional parameters whereby, the profile parameters, educational parameters and professional parameters are updated by the plurality of job seekers in their plurality of job profiles; and

a grading module configured to calculate grade percentages based on the updates for each of the parameters provided by the job seekers in their respective job profiles and allocate a ranking to the job profiles of the plurality of job seekers based on the performance of the job profiles of the plurality of job seekers, whereby the grade percentages are calculated for each of the parameter based on the data provided in the maintaining data table.

6. The system of claim 5, wherein the plurality of job profiles of the plurality of job seekers are configured to be displayed in a single window to be viewed by a plurality of recruiters.

7. The system of claim 5, wherein the grade percentages may be inclusive of at least one of: default grade percentages and corresponding grade percentages.

8. The system of claim 5, wherein the plurality of job profiles of the plurality of job seekers are configured to be segregated based on at least one of: already viewed profiles, profiles intended to be viewed and profiles saved for future actions.

9. A method of shortlisting a prospective plurality of job seekers by a plurality of recruiters comprising of:

sending a request for registration by the plurality of job seekers and the plurality of recruiters to the system from a plurality of devices;

logging in by the job seeker post completion of authentication;

updating the plurality of job profiles by the plurality of job seekers;

taking the talent quantifying test wherever applicable;

adding and assigning a default grade percentage or a corresponding grade percentage to the plurality of job seekers based on the details provided in the plurality of job profiles;

assigning grades to the job seekers based on overall percentage obtained based on the details provided;

viewing the plurality of profiles of the plurality of jobseekers based on the requirement of the plurality of recruiters;

opting to pay and view by the plurality of recruiters that profile of the plurality of job seekers which seems appropriate as per the requirement; and

shortlisting the appropriate job seeker’s profile for further formalities related to employment. , Description:DESCRIPTION

TECHNICAL FIELD

[001] The present disclosure generally relates to the field of online employment platform. More particularly, the present disclosure relates to unmasking a jobseeker’s profile as per the requirement of the details and grading the job seeker’s profile.

BACKGROUND

[002] Job seeking portals are beneficial for both the job seeker as well as the recruiter as this would give them an overview of the available opportunities and the available candidates for job respectively. Various job portals have eased the recruitment process by not just providing the available vacancies in a single platform but also ensuring a systematic organisation of the vacancies. Yet, the payment procedures with respect to online job portals have been expensive and disproportionate to the requirement of the users. This, on preliminary scrutiny is found to be contrary to the requirement of the recruiter.

[003] Also, job markets search for job seekers based on certain criteria. These criteria are highly influenced by the social weight they hold. For example the criterion depends on the educational institution which the job seeker took the academic qualification from. Apart from these the former recruiter also matters as there exists a pre-conceived notion about the quality and efficacy of certain reputed firms. These have always added value to the profile of the job seeker but have not been fairly numbered or quantified.

[004] In the light of aforementioned discussion there exists a need for a system and method that would ameliorate or overcome the above mentioned imitations.

BRIEF SUMMARY

[005] The following presents a simplified summary of the disclosure in order to provide a basic understanding to the reader. This summary is not an extensive overview of the disclosure and it does not identify key/critical elements of the invention or delineate the scope of the invention. Its sole purpose is to present some concepts disclosed herein in a simplified form as a prelude to the more detailed description that is presented later.

[006] Exemplary embodiments of the present disclosure are directed towards system and method to grade and stepwise masking out a candidate's profile.
[007] Another exemplary objective of the present subject matter is to access the brief profile of the job seeker by the recruiter without any charge.
[008] Another exemplary objective of the present subject matter is to have an access to multiple profiles of the job seekers at no cost.
[009] Another exemplary objective of the present subject matter is to have an option to segregate the profiles already viewed from the profiles yet to be viewed to thwart the recruiter from viewing the same profile of the job seeker multiple times.
[0010] Yet another exemplary objective of the present subject matter is to have variable prices for variable profiles of the job seeker based on pre requisite parameters.
[0011] Another exemplary aspect of the present subject matter is to assign relevant grade percentages to rank a plurality of job profiles of a plurality of job seekers.

BRIEF DESCRIPTION OF DRAWINGS

[0012] Other objects and advantages of the present invention will become apparent to those skilled in the art upon reading the following detailed description of the preferred embodiments, in conjunction with the accompanying drawings, wherein like reference numerals have been used to designate like elements, and wherein:

[0013] FIG. 1 is a block diagram depicting an environment to grade and stepwise masking out a candidate's profile, according to an exemplary embodiment of the present disclosure.

[0014] FIG. 2 is a block diagram depicting modules of the system 108 disclosed in FIG. 1, according to an exemplary embodiment of the present disclosure.

[0015] FIG. 3 is a flow chart depicting a method employed from registration of the job seeker to shortlisting the prospective job seeker by the recruiter, according to an exemplary embodiment of the present disclosure.

[0016] FIG. 4A-4E are flow charts depicting various profile updates by the job seeker, according to an exemplary embodiment of the present disclosure.

[0017] FIG. 5 is a flow chart depicting the process of changing the grades assigned to the job seeker’s profile, according to an exemplary embodiment of the present disclosure.

[0018] FIG. 6 is a dashboard view depicting a profile view option, according to an exemplary embodiment of the present disclosure.

[0019] FIG. 7 is a dashboard view depicting an already viewed option, according to an exemplary embodiment of the present disclosure.

[0020] FIG. 8 is a dashboard view depicting the requirement for unmasking a job seeker’s profile by the recruiter, according to an exemplary embodiment of the present disclosure.

[0021] FIG. 9 is a dashboard view depicting the unmasked view of the job seeker’s profile, according to an exemplary embodiment of the present disclosure.

DETAILED DESCRIPTION

[0022] It is to be understood that the present disclosure is not limited in its application to the details of construction and the arrangement of components set forth in the following description or illustrated in the drawings. The present disclosure is capable of other embodiments and of being practiced or of being carried out in various ways. Also, it is to be understood that the phraseology and terminology used herein is for the purpose of description and should not be regarded as limiting.

[0023] The use of “including”, “comprising” or “having” and variations thereof herein is meant to encompass the items listed thereafter and equivalents thereof as well as additional items. The terms “a” and “an” herein do not denote a limitation of quantity, but rather denote the presence of at least one of the referenced item. Further, the use of terms “first”, “second”, and “third”, and the like, herein do not denote any order, quantity, or importance, but rather are used to distinguish one element from another.

[0024] Referring to FIG. 1 is a block diagram 100, depicting an environment to grade and stepwise masking out a candidate's profile, according to an exemplary embodiment of the present disclosure. The job seeker device 102 and the recruiter’s device 104 are connected to a network 106. The job seeker may be an individual users and/or applicant seeking to post resumes for employment purposes. The job seeker's device 102 may be not limited to PC's, smart phones, laptops, tablets and the like without limiting the scope of the disclosure. The recruiter may be not limited to, an individual, an agency, a firm, an organization and the like who may be in search of a potential candidate (here job seeker) for taking up the vacant and/or new position. The recruiter’s device 104 may not be limited to a PC, laptop and the like. The network 106 is enabled to establish communication with the job seeker’s device 102 and recruiter’s device 104. The network 106 may include, but not limited to, an Ethernet, a local area network (LAN), or a wide area network (WAN), e.g., the Internet, or a combination of networks. The network 106 is further connected to automated assessment system (herein referred to as system) 108. The server 108a comprises a database 108b of job seeker’s lists and other information and is further configured to route and store the data. Through the job seeker’s device 102 and recruiter’s device 104 a request is processed to the system 108 which sends them the response for their request. Thus, the response and request is accepted by the system from both the job seeker’s device 102 and recruiter’s device 104.

[0025] Referring to FIG. 2 is a block diagram 200, depicting modules of the system 108 depicted in FIG. 1, according to an exemplary embodiment of the present disclosure. A registration module 202 deals with the intricacies involved in the registration of the job seeker for enhancing the appropriate employment opportunity. The registration module 202 generates a profile of the job seekers which is done when the job seeker sends a request for registration to the system 108. An update module 204 deals with the jobseeker updating the requisite details in the profile generated. These updates would enable the recruiter to search for an appropriate job seeker for the available vacancy. The job seeker’s profile may be divided into certain parameters not limiting to, profile parameters, educational parameters and professional parameters. The profile parameters may be inclusive of, but not limited to, name, age, gender, and place of current stay, nativity and the like. Educational parameters may be inclusive of, but not limited to, the educational qualifications further not limiting to, bachelors, masters, post-doctoral and the like, the educational institution from where the job seeker pursued for the qualifications, and also any certifications which may not be limited to specialisations in any field. The professional parameters may be inclusive of, but not limited to, the current place of employment of the job seeker, erstwhile employment details of the job seeker if any, job experience, preferred cost to company (CTC), place of employment furnished as a choice by the job seeker and the like. A grading module 206 configured to calculate the grades based on the updates in the profile of the job seeker and/or change the allocated grading based on the performance of the profile of the job seeker. The grading may be based on the division of the job seeker’s profile. For example: educational details may be allocated not limited to 20 grade percentage, experience based details may be allocated not limiting to, 30 grade percentage, certification details may be allocated not limiting to,10 grade percentage, and salary details may be allocated not limiting to, 15 grade percentage and the like. The grade percentage is calculated based on the aggregate of grades obtained for each of the parameters updated in the job seeker’s profile. The grades can be calculated for each of the parameter based on the data provided in the maintaining data table of the system 108. The maintaining data table may be defined as the tabular representation of information corresponding to another data. A default grading system may also be a part of the grading module 206 according to an exemplary embodiment of the present disclosure. An update by the job seeker in one’s profile, not limiting to, the name of the educational institution where the job seeker pursued one’s education, the name of the company and/or an organisation where the job seeker was previously and/or currently employed, and the like may not be in the maintaining data table of the system 108. This may not be conducive to the system 108 to calculate the grades of various parameters updated by the job seeker in one’s profile. Then, the system 108 is configured to calculate the default grades based on the generalised grading pattern followed for various parameters updated by the job seeker in one’s profile. An example of another embodiment where the default grades are administered may be that of a fresher. A fresher may be defined as a job seeker without any overall professional work experience. The fresher ideally may be awarded zero percentage points. On the contrary the default grading system may award not limiting to 5 grading percentage to the fresher.

[0026] Referring to FIG. 3 is a flow chart 300, depicting a method commencing from registration of the job seeker to shortlisting the prospective job seeker by the recruiter, according to an exemplary embodiment of the present disclosure. The method commences at step 302 by sending a request for registration by the job seeker and the recruiter to the system from one’s respective devices. Further at step 304, the job seeker logs in through the login ID and password provided by the system upon completion of authentication. Updating the profile by the job seeker by furnishing appropriate details is done at step 306. A qualifying test not limited to a talent quantifying test is taken at step 308. Adding and assigning a default percentage or a corresponding percentage to the job seeker based on the details provided is done by the system at step 310. Assigning grades by the system to the job seekers based on overall percentage obtained based on the details provided and ranking the job seekers accordingly is done at step 312. Viewing the job seeker’s profile based on the requirement of the recruiter is done at step 314. Further, at step 316, the recruiter opts to pay and view that profile of the job seeker which seems appropriate as per the requirement. Finally, at step 318 the recruiter shortlists the appropriate job seeker’s profile for further formalities related to employment.

[0027] Referring to FIG. 4A-4E are flow charts 400a-400e, depicting various profile updates by the job seeker, according to an exemplary embodiment of the present disclosure. The flow chart is inclusive of, steps 402, 404 and 406 common to all the flow diagrams ranging from FIG 4A to FIG 4E.

[0028] Referring to FIG 4A is a flow diagram 400a, depicting a method followed to assign grade percentage post updating the graduate and under graduate details by the job seeker, according to an exemplary embodiment of the present disclosure. The job seeker registration is done at step 402. Here, the request for registration may be sent by the job seeker to the system 108. The login ID and password provided by the system to the job seeker enables the job seeker to login post authentication at step 404. At step 406 the job seeker may update one’s profile. The flow chart moves into FIG. 4A, where at step 408a, the job seeker updates the details not limiting to, under-graduation and post-graduation. The under-graduation and post-graduation may be inclusive of, but not limited to: the name of the institution from where the job seeker pursued one’s under-graduation and/or post-graduation. The year of passing out from the institution may also be included. Further, the specialised subjects taken up by the job seeker may also be accommodated while updating the profile. It is enquired at step 410a whether the under-graduation and/or post-graduation details have been updated. If the enquiry to step 410a is yes, then system 108 tries to match the name of the institution (depicted as college in the flow chart) with a maintaining data table fed in the system 108 which assigns the corresponding percentage to the college at step 412a upon matching, which is linked to T1 at step 414a where, T1 represents maintaining data table 1 comprising of’ not limited to, the name of the institution and/or its location. If the answer to the enquiry at step 410a is no, then the system 108 adds a default percentage at step 416a. The step 412a may be further linked to step 418 where based on the overall percentage the system 108 assigns grades to the job seeker.

[0029] Representation of T1:

Sl.No Name of the Institution and Location Percentage
1. IIT Madras Assigned based on the ranking of the institution
2. IIT Hyderabad Assigned based on the ranking of the institution
3. CBIT Hyderabad Assigned based on the ranking of the institution
4. JNIT Hyderabad Assigned based on the ranking of the institution

[0030] Referring to FIG 4B is a flow diagram 400b, depicting the method followed to assign grade percentage post updating the current working company details where the job seeker is employed, according to an exemplary embodiment of the present disclosure. The step starts with the job seeker’s registration at step 402. Here, the request for registration may be sent by the job seeker to the system 108. The login ID and password provided by the system 108 to the job seeker enables the job seeker to login post authentication at step 404. At step 406 the job seeker may update one’s profile. The flow chart continues to 420b where the job seeker may update the current working company details. An enquiry is done at step 422b whether the current working company details have been updated by the jobseeker. If the enquiry to step 422b is yes, then a Maintaining data table which is fed in the system 108 which assigns the corresponding percentage of the current working company of the jobseeker upon matching at step 424b, which is further linked to T2 (maintaining data table 2) comprising of, not limited to, Name of the current working company of the job seeker at step 426b. If the answer to the enquiry at step 422b is no, then the system 108 adds a default percentage at step 428b. The step 424b may be further linked to step 418 where based on the overall percentage the system 108 assigns grades to the job seeker.

[0031] Representation of T2:

Sl.No Name of the current working Company Percentage
1. IBM Assigned based on the ranking of the company
2. VIRTUSA Assigned based on the ranking of the company
3. TECHNOVERT Assigned based on the ranking of the company
4. WIPRO Assigned based on the ranking of the company

[0032] Referring to FIG 4C is a flow diagram 400c, depicting the method followed to assign grade percentage post updating the experience, current cost to company and expected cost to company by the job seeker, according to an exemplary embodiment of the present disclosure. The step starts with the job seeker’s registration at step 402. Here, the request for registration may be sent by the job seeker to the system 108. The login ID and password provided by the system to the job seeker enables the job seeker to login post authentication at step 404. At step 406 the job seeker may update one’s profile. The flowchart 400c continues to step 430c where, the job seeker may update one’s experience not limited to work experience, current cost to company (CTC) and the like without limiting the scope of the disclosure. It is enquired at step 432c whether the job seeker has updated one’s experience not limited to work experience, current cost to company (CTC), expected CTC and the like without limiting the scope of the disclosure. If the enquiry to step 432c is yes, then at step 434c then a maintaining table fed in the system 108 which assigns the corresponding percentage if the experience and expected salary range matches with the maintaining data table content at step 434c, which is further linked to T3 (maintaining data table 3) comprising of, but not limited to, percentage assigned for the work experience depicted in a range at step 436c. The step 434c may be further linked to step 418 where based on the overall percentage the system 108 assigns grades to the job seeker. If the answer to the enquiry at step 432c is no, then the system 108 adds a default percentage at step 438c.

[0033] Representation of T3:
Work Experience Min Range Max Range Percentage
1. 3 4 Certain percentage may be assigned
2. 5 6 Certain percentage may be assigned
3. 7 8 Certain percentage may be assigned
4. 9 10 Certain percentage may be assigned

[0034] Referring to FIG 4D is a flow diagram 400d, depicting the method of assigning grade percentage post taking the talent qualifying test by the job seeker, according to an exemplary embodiment of the present disclosure. The step starts with the job seeker’s registration at step 402. Here, the request for registration may be sent by the job seeker to the system 108. The login ID and password provided by the system to the job seeker enables the job seeker to login post authentication at step 404. At step 406 the job seeker may update one’s profile. The flowchart 400d continues to step 440d where, the job seeker may take a talent quantifying test at step 440d. An enquiry may be done at step 442d whether the job seeker has taken the talent quantifying test. If the enquiry to step 442d is yes, then the system 108 assigns corresponding percentage to the Talent quantifying test score based on the maintaining table 444d, comprising of TQT ranges both minimum and/or maximum, which is further linked to T4 (maintaining data table 4) comprising of, not limited to, marks obtained by the job seeker as a mark of academic performance in an educational institution at step 446d. The step 444d may be further linked to step 418 where based on the overall percentage the system 108 assigns grades to the job seeker. If the answer to the enquiry at step 442d is no, then the system 108 adds a default percentage at step 448d. Taking the Talent Quantifying test stands optional.

[0035] Representation of T4:

Range Min _Marks Max_ Marks Percentage
1. 80 90 Certain percentage may be assigned
2. 70 80 Certain percentage may be assigned
3. 60 70 Certain percentage may be assigned
……..
N 10 20 Certain percentage may be assigned

[0036] Referring to FIG 4E is a flow diagram 400e, depicting the method followed to assign grade percentage post updating of certifications by the job seeker, according to an exemplary embodiment of the present disclosure. The step starts with the job seeker’s registration at step 402. Here, the request for registration may be sent by the job seeker to the system 108. The login ID and password provided by the system to the job seeker enables the job seeker to login post authentication at step 404. At step 406 the job seeker may update one’s profile. The flowchart 400e continues to step 450e where the job seeker may update certifications earned. The certifications may be inclusive of, but not limited to: a conduct certificate, a certificate of appreciation from the previous company and/or the company which the job seeker plans to exit, any certificates and/or grade points not limiting to, the best employee award and the like may also be uploaded and/or mentioned. The certifications may also no be limited to specialisations not limited to, oracle, c++, Java and the like. Upload of certifications may not be mandatory as they may not be available with all the job seekers not limiting to the fresher. An enquiry may be done at step 452e whether the job seeker has updated the certifications. If the enquiry to step 452e is yes, then the system 108 assigns corresponding percentage to the updated certifications based on the maintaining table 454e comprising of certain certifications with ranges which is further linked to T5 (maintaining data table 5)comprising of, not limited to additional certifications obtained by the job seeker at step 456e. The step 454e may be further linked to step 418 where based on the overall percentage the system 108 assigns grades to the job seeker. If the answer to the enquiry at step 452e is no, then the system 108 adds a default percentage at step 458e.

[0037] Representation of T5:
Sl.No Certification Percentage
1. Oracle certification for java Assigned based on the priority certifications
2. MS certification for.NET Assigned based on the priority certifications

[0038] Referring to FIG. 5 is a flow chart 500, depicting the process of changing the grades assigned to the job seeker’s profile, according to an exemplary embodiment of the present disclosure. The grade change process comprises of the steps as follows: A login ID and password which is provided by the system 108 is utilised by the recruiter at step 502 to login to access the job seeker’s profile relevant to the vacancy available with the recruiter. For example; if the recruiter filters the search for a doctor. The relevant profiles may be listed for the recruiter to filter. Post logging the recruiter starts the search for an appropriate job seeker (referred to as candidate in the flow chart) at step 504. The search may be conducted by filtering the options which would enable the recruiter to obtain job seeker’s profiles relevant to their search. The relevant job seeker’s profiles may be displayed as J1 (Jobseeker 1), J2 (Jobseeker 2), J3 (Jobseeker 3) up to……Jn (Jobseeker n) at step 506. The recruiter may opt for accessing each of the job seeker’s profile. If the recruiter views the jobseeker's profile, based on the jobseeker's profile grade the system is configured to deduct some amount from the recruiter. The deduction takes place from the topped up amount in the recruiter’s account which is utilised by the recruiter to access the job seeker’s profile according to an exemplary embodiment of the present disclosure. The deduction is proportional to the grade points and/or corresponding overall percentage of the job seeker’s profile. Finally at step 510, upon the jobseeker's profile view count reaching a predetermined maximum views count, then the system 108 is configured to increase the jobseeker's rank and make the profile eligible for incentives not limiting to rewards in cash and/or in kind. The maximum profile viewings may not be limited to 100 views. The step 510 may be explained with an exemplary example:

[0039] J1, J2, J3 and J4 are four different job seekers namely: job seeker 1, job seeker 2, job seeker 3 and job seeker 4 having profiles which are shortlisted by a recruiter X for a predetermined job. The maximum profile viewings may not be limited to 100 views.

[0040] For example: If, J1’s profile was viewed 95 times, J2’s profile was viewed 80 times, J3’s profile was viewed 75 times and J4’s profile was viewed 102 times and profile percentage of J1, J2, J3 and J4 are 80%, 70%, 75% and 85% respectively, as the number of profile views for J4’s profile has crossed 100 which is the maximum profile viewings then, the profile percentage of J4’s profile may be increased from 85% to a larger percentage number based on the calculations made by the system 108. This would enable J4’s profile to attract more number of recruiters owing to higher grade percentage.

[0041] Another embodiment of the grading system may be inclusive of alphabetical grading. For example: if the grade percentage obtained for a specific update by the job seeker in one’s profile is:
Above 90% - A*
80% - 90% - A
70% - 80% - B
60% -70% - C
50% - 60% - D
< 50% automatic reduction in grades not specific to any further alphabets.

[0042] An increase in the profile grade percentage would lead to an increase in the price to be paid by the recruiter to view the job seeker’s profile that has increased grade percentage. Conversely, if a job seeker’s profile has not been viewed for a predetermined amount of time by the recruiters, then the corresponding job seeker’s profile may be given negative grading thus reducing the profile ranking. Thus, the number of profile views may be directly proportional to the price for viewing the profile.

[0043] Referring to FIG. 6 is a dashboard view 600, depicting a profile view option, according to an exemplary embodiment of the present disclosure. Here the candidate is an alternative terminology for the job seeker. When the recruiter is in search of an appropriate job seeker for a predetermined vacancy, the system displays a search candidates list option as shown in the dashboard view 600. The display includes, but not limited to: Candidate’s name 602, qualification 604 which may not be limited to graduation, post-graduation, doctoral fellowship and the like. A jobseeker ID 606 is provided upon successful registration of the job seeker. The job seeker ID 606 is unique for each job seeker and is the point of reference for all future communications. A profile type 608 not limited to exploring, actively exploring, lapsed and the like may be displayed. Further, experience not limiting to, number of days, number of months and number of years may be displayed along with the current location of the job seeker 610 may be displayed. The date and timing of posting of the profile 612 may be displayed not limiting to, yyyy-mm-dd and/or mm-dd-yyyy format along with the time in hours, minutes and seconds. The skills 614 not limiting to, illustrations, embedded and the like may also be displayed. It is to the discretion of the job seeker to choose to update the options in the profile. The profile view 616 enables the recruiter to view the primary set of parameters in the job seeker’s profile. The profile strength 618 represents the percentage calculated based on the profile update done by the job seeker. The more the information the higher is the profile strength. A grading 620 is allotted based on the details filled in by the job seeker. The dashboard view 600 is configured to display multiple job seekers’ profiles in a single window preferably free of cost.

[0044] Referring to FIG. 7 is a dashboard view 700, depicting an already viewed option, according to an exemplary embodiment of the present disclosure. Here the candidate is an alternative terminology for the job seeker. When the recruiter is in search of an appropriate job seeker for a predetermined vacancy, the system displays a search candidates list option as shown in the dashboard view 700. An advanced search option 702 may also be utilised. The display includes, but not limited to: Candidate name 704, qualification 706 which may not be limited to graduation, post-graduation, doctoral fellowship and the like. A jobseeker ID 708 is provided upon successful registration of the job seeker. The job seeker ID 708 is unique for each job seeker and is the point of reference for all future communications. A profile type 710 not limited to exploring, actively exploring, lapsed and the like may be displayed. Further, experience not limiting to,: number of days, number of months and number of years may be displayed along with the current location of the job seeker 712 may be displayed. The date and timing of posting of the profile 714 may be displayed not limiting to, yyyy-mm-dd and/or mm-dd-yyyy format along with the time in hours, minutes and seconds. The skills 716 not limiting to, illustrations, embedded and the like may also be displayed. It is to the discretion of the job seeker to choose to update the options in the profile. The already viewed option 722 enables the recruiter to note that the profile has been viewed by the recruiter earlier. The profile strength 718 represents the percentage calculated based on the profile update done by the job seeker. The more the information the higher is the profile strength. A grading 720 is allotted based on the details filled in by the job seeker. The dashboard view 700 is configured to display multiple job seekers’ profiles in a single window preferably free of cost. The already viewed option depicted in fig 700 prevents the recruiter from viewing the same profile of the job seeker multiple times. Further, as an exemplary embodiment there may be an option of shortlisting the favourite and/or the profiles which the recruiter intends to consider for further processing which may be referred to as a status update view.

[0045] Referring to FIG. 8 is a dashboard view 800, depicting the requirement for unmasking a job seeker’s profile by the recruiter, according to an exemplary embodiment of the present disclosure. The dashboard view depicted in FIG. 6 and FIG. 7 is for the brief profile of the job seeker preferably available for access by the recruiter free of cost. If the recruiter finds the brief profile of the job seeker in accordance with the requirements for the probable vacancy, then the recruiter may like to have an access to a more detailed profile, not limiting to,: experience, educational qualification, the educational institution from where the job seeker has taken one’s academic qualification, and the company where the job seeker has been previously and/or currently employed. When the recruiter clicks on a specific job seeker’s profile which the recruiter is interested in, a command window 802 may pop up asking the recruiter wanting to access further details of the job seeker to upgrade the membership to view the detailed profile. The recruiter upon clicking the button 804 may agree to go for an up gradation by completing the requisite payment formalities. Each job seeker’s detailed profile may be accompanied by a different price tag.

[0046] For example; J1, J2, J3 and J4 are four different job seekers namely: job seeker 1, job seeker 2, job seeker 3 and job seeker 4 having profiles which can be accommodated by a recruiter X for a predetermined job.

After having awarded various percentages, the aggregates are as follows:

J1: 80% (a summation of parameters not limited to experience, educational qualification, the educational institution from where the job seeker has taken one’s academic qualification, and the company where the job seeker has been previously and/or currently employed)

J2: 70% (a summation of parameters not limited to experience, educational qualification, the educational institution from where the job seeker has taken one’s academic qualification, and the company where the job seeker has been previously and/or currently employed)

J3: 75% (a summation of parameters not limited to experience, educational qualification, the educational institution from where the job seeker has taken one’s academic qualification, and the company where the job seeker has been previously and/or currently employed)

J4: 85% (a summation of parameters not limited to experience, educational qualification, the educational institution from where the job seeker has taken one’s academic qualification, and the company where the job seeker has been previously and/or currently employed)

Then, the price to be paid by the recruiter X for accessing the detailed profile may be in the following order: J4> J1> J3>J2. Here, to view J4’s profile the recruiter need to pay a higher price than what is needed to be paid for J1, J3 and J2.

[0047] Referring to FIG. 9 is a dashboard view 900, depicting the unmasked view of the job seeker’s profile, according to an exemplary embodiment of the present disclosure. The dashboard view 900, gives an access to the detailed profile of the job seeker whose profile was accessed by the recruiter upon payment of an appropriate price. The detailed profile consists of : Nam of the job seeker 902, contact number 904, email ID 906, details of the present job 908 not limiting to,: the title of the current job, the name of the company and/or organisation and the location. The remuneration related aspects 910, not limiting to,: experience in months and years, expected CTC in acceptable numerals like thousands and lakhs and the notice period which the current recruiter has given to the job seeker before exit and the like. An option to view text resume 912 is also displayed. The resume 912 may be downloaded and/or viewed by the recruiter as per one’s requirement. 914 represents the profile strength which may be denoted depending on the updated profile of the job seeker. An option for selfie resume 916 enables the job seeker to showcase better skills. The present working details 918, not limited to: the name of the current organisation where the job seeker is employed, the role and/or the work profile of the current job and the period of the job seeker in the present company i.e from the date to the date and the like. The A video recommendation 922 is configured to present a video containing recommendation by the previous recruiter, friends and/or colleagues of the job seeker. The skills option 924 may be inclusive if but not limited to various job based skills, language based skills, extracurricular skills and the like. The percentage 926 corresponds to the percentage awarded by the grading of the profile by the system 108. The Talent quantifying test scores are displayed 928. Further, the achievements 930, not limited to: academic, sports and the like may be listed. The educational details 934 may be inclusive of details, not limiting to, graduate, post-graduate, name of the educational institution and the like.

[0048] Although the present disclosure has been described in terms of certain preferred embodiments and illustrations thereof, other embodiments and modifications to preferred embodiments may be possible that are within the principles and spirit of the invention. The above descriptions and figures are therefore to be regarded as illustrative and not restrictive.

[0049] Thus the scope of the present disclosure is defined by the appended claims and includes both combinations and sub combinations of the various features described herein above as well as variations and modifications thereof, which would occur to persons skilled in the art upon reading the foregoing description.