This enquiry type is both for people seeking and organisations (companies, businesses, etc.) offering employment.

There are typically many regulations about how people may go about advertising for employment, and recruiting: in particular, many countries have anti-discrimination regulations which attempt to prevent companies choosing employees on characteristics that are irrelevant to the job: in the UK these are called “protected characteristics”. Having this as a separate type of enquiry allows RegenCHOICE to put in place reasonable measures to prevent discrimination, while leaving the other types up to personal choice.

Here there are two different roles: employer and employee. Both parties are looking for a contract of employment. The employer is offering money; the employee labour. The employer wants an employee with particular characteristics, skills, experience, attitude, availability, etc. The employee may be looking for terms and conditions; timescale; location; timetable; nature of work; characteristics of the organisation as a whole or close working colleagues. For RegenCHOICE, the employer role is operated by an individual representing recruitment, personnel, HR, or similar function. Note that discriminatory questions may be illegal, and if so will be prohibited in this enquiry type of RegenCHOICE.

The assumption is that the employer will pay the employee. The employer will also pay for the use of this service.

• Features: work, with learning; money or benefits; high commitment
• Parties relate asymmetrically: on the one hand, the employer, which is corporate; on the other hand, the employee (trainee, apprentice, etc.), who is individual
• Required questions: weekly hours commitment; duration of contract; pay; location (at least the jurisdiction, and usually also work location)

This enquiry type applies to:

• people who want to find paid employment
• people who want to find a volunteer post that is similar to employment but unpaid
• companies/organisations who want to find employees or volunteers

It is envisaged that the RegenCHOICE approach to recruitment will be much more effective in finding employees who are well matched to the job, and therefore there is the promise of a very substantial revenue stream from providing that service to companies, as at present recruitment agencies may be paid anything up to 25% of the starting annual salary of the employee.

• Jurisdiction and legal form of the company
• Ownership type or structure
  • (if shareholder owned) market capitalisation
• Number of employees: on location; in legal entity; overall
• Management structure type
• Company culture (not sure how to categorise this)
• Values (again, not clear how to categorise)
• Company-wide policy types
  • Holidays and other leave

• Education level
• Physical characteristics (only as directly relevant to job)
• Qualifications relevant to the job
• Time spent in different occupations
  • (possibly classified using a system such as ESCO or just ISCO)

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race (including colour, nationality, ethnic or national origin)
• Religion or belief
• Sex
• Sexual orientation

Usually these would be seen in a job advert, but they may not be precisely formulated; and they are not mandatory.

• Starting date (or range)
• Location(s) (or remote work, or combination)
• Hours required; optional
• Salary (or range)
• Duration of contract