First off, I want to congratulate you, reg, on coming up with such a fantastic idea. With Joel's post, and the no-job-hoppers-wanted fracas from several weeks

First off, I want to congratulate you, reg, on coming up with such a fantastic idea. With Joel's post, and the no-job-hoppers-wanted fracas from several weeks ago, this is something that was in the air, and you were able to pick up on that, and put it into words. Even better, you don't appear to be trying to figure it all out on your own in a vacuum. One approach to getting started would be to provide resume screening services to employers. I'm sure there are a bunch of service businesses like that today, but if you solve the problem like it is an NLP problem rather than an HR problem, that could be a differentiator. At a large enough enterprise, I'm sure there are people who are applying for a bunch of different positions over an extended period of time, and just being able to solve that problem intelligently for that one enterprise is something that must be useful for some big firm out there. So I don't think you need to have a bunch of employers on the system to get started. But that doesn't address the real challenge, which seems to be that your service provides clear benefits to the employer, but not for the employee. The employer gets better candidates, more efficiently, and almost every business that's hiring acknowledges that they have trouble finding enough good candidates. What about the potential employee? Why would they want to participate in this sort of system vs. the status quo? That seems like the challenge to me, more than legal issues, or the employer side of the equation. There is definitely terrific potential here, exactly because hiring is currently so inefficient: it'll be really interesting see how this idea develops.