Appeal 2007-0611
Application 09/800,986
generate an offer to the job seeker (Smith, col. 16, ll. 58-65).
14. Smith does not teach an interface for presenting a candidate
assessment indicating how well the candidate’s employment skills match the
candidate matching criteria, as compared to other candidates.
15. Puram teaches a system, and method for selecting a candidate from a
pool of candidates for a position based on the skills held by the candidates (Puram,
col. 1, ll. 7-14).
16. According to the candidate matching process of Puram, once a sub-
pool of candidates of satisfactory size is identified, the next task is to determine
which of the candidates in the sub-pool has skills and experience that most closely
match the skills needed or desired for the position (Puram, col. 7, ll. 48-51).
17. The matching process is completed by comparing each candidate’s
scores for a particular skill with the employer’s maximum desired score for that
skill, each candidate’s scores for all the skills are then added together to yield a
total that is used to compare candidates. The candidate’s scores are presented in a
ranked list of the most closely matched candidates (Puram, col. 7, l. 50 to col. 8,
l.11 and Fig. 11a-11b).
18. The customary meaning of assessment is a determination of “the
importance, size, or value of” Merriam-Webster’s Collegiate Dictionary 74 (11th
ed. 2005).
19. Appellant’s Specification does not provide a specific meaning for the
term assessment, nor does it utilize the term contrary to its customary meaning.
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