Oracle International Corporation

Mark Preston Bennett

Louise Diana Barnfield

Tara U Roberts

Mary E G Bear

Satish Sallakonda

Ravi Shankar Banda

Klaus Borho

Stacy Paige Parkinson

Kaylin Marie Linke

Pramesh Vashist

Chaya Bijani

Eric William Tomanek

Systems for using social media sites in recruiting activities. Potential candidates for job openings are considered using computer-implemented analysis of an online social referral graph and a rule base. Content from one or more social data sources is retrieved and analyzed to identify potential candidates for a job opening. The potential candidate's social data comprises information used as a reputation score pertaining to the potential candidate and as a reputation score pertaining to the potential candidate's social connections. An employee database is cross referenced to find a match between employees and any of the potential candidate's social connections. A referral score based on an influence contribution measure, a clout contribution measure, a generosity contribution measure, an activity contribution measure, an impact contribution measure, or an engagement contribution measure is calculated. When the reputation score and/or the referral score meets or exceeds a threshold, the potential candidate is considered for outreach.

Using an employee database with social media connections to calculate job candidate reputation scores

A system and method for providing career-related information. An example method includes acquiring user information, wherein the user information includes an indication of a target career position or opportunity; obtaining aggregated information pertaining to workers who have attained the target career position; and employing the user information and the aggregated information to provide career-related information pertaining to one or more career paths. In the example method, a user questionnaire is employed to facilitate acquiring the user information. The step of obtaining aggregated information includes collecting anonymous information from profiles of the workers. The profile information may be retrieved from a Human Capital Management (HCM), performance management system, social network system, or other Enterprise Resource Planning (ERP) system component of an organization.

Modeling career path based on successful individuals in an organization

Presented herein are systems and methods that facilitate the portability and management of user data maintained at two or more services. In embodiments, a configurable profile management interface or interfaces are provided to a user, which enable the user to identify data elements that may be maintained across one or more services. In embodiments, a user has the ability to set precedence values by identifying which elements from which service or services should be considered as sources of truth. In embodiments, those sources of truth may be used to propagate changes to one or more services. In embodiments, the profile synchronization functionality may be incorporated within a human resources (HR) system. In embodiments, the user can also configure a schedule for transferring data, can import some or all of the data, and/or can export all or some of the data.

Data management between multiple data sources

Growing community of inventors

Livermore, CA, United States of America

Mark Preston Bennett