Electronic employee selection systems and methods
First Claim
1. An electronic assessment system for assessing an individual applicant for employment by an employer, the system comprising:
- an electronic applicant terminal operable to present a plurality of questions to the applicant and to receive electronically the applicant'"'"'s responses to the questions;
an applicant screening computer configured to provide applicant results automatically in response to receiving the electronically received responses; and
an electronic report viewer operable to present to the employer a viewable report containing the applicant results, characterized in that the computer is configured to compare automatically the electronically received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals.
21 Assignments
0 Petitions
Accused Products
Abstract
An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions.
-
Citations
90 Claims
-
1. An electronic assessment system for assessing an individual applicant for employment by an employer, the system comprising:
-
an electronic applicant terminal operable to present a plurality of questions to the applicant and to receive electronically the applicant'"'"'s responses to the questions;
an applicant screening computer configured to provide applicant results automatically in response to receiving the electronically received responses; and
an electronic report viewer operable to present to the employer a viewable report containing the applicant results, characterized in that the computer is configured to compare automatically the electronically received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals. - View Dependent Claims (2, 3)
-
-
4. An electronic prediction system for assessing an individual applicant for employment by an employer, the system comprising:
-
an electronic applicant terminal operable to present a plurality of questions to the applicant and to receive electronically the applicants responses to the questions;
an applicant screening computer responsive to the electronically received responses and operable to predict expected performance for a candidate if the candidate were to be employed by the employer, the computer providing applicant results indicative of expected performance based upon correlations of the electronically received answers with answers to questions by other individuals for which job duty performance information has been collected; and
an electronic report viewer operable to present to the employer a viewable report containing the applicant results. - View Dependent Claims (5, 6, 7)
-
-
8. An electronic assessment system for assessing an individual for a potential human resources action by an employer, the system comprising:
-
an electronic terminal operable to present a plurality of questions to the individual and to receive electronically the individual'"'"'s responses to the questions;
a computer configured to provide results automatically in response to receiving the electronically received responses; and
an electronic report viewer operable to present to the employer a viewable report containing the results, characterized in that the computer is configured to compare automatically the electronically received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals. - View Dependent Claims (9, 10)
-
-
11. An electronic assessment system for assessing an individual for a potential human resources action by an employer, the system comprising:
-
an electronic terminal operable to present a plurality of questions to the individual and to receive electronically the individual'"'"'s responses to the questions;
a computer configured to provide results automatically in response to receiving the electronically received responses; and
an electronic report viewer operable to present to the employer a viewable report containing the results, characterized in that the computer is configured to rate automatically the electronically received responses to provide a rating for the individual and to rank automatically the individual in order against other individuals based on the rating.
-
-
12. An electronic assessment system for assessing an individual for a potential human resources action by an employer, the system comprising:
-
an electronic terminal operable to present a plurality of questions to the individual and to receive electronically the individual'"'"'s responses to the questions;
a computer configured to rate automatically the electronically received responses to provide a rating for the individual and to rank automatically the individual in order against other individuals based on the rating; and
an electronic report viewer operable to present to the employer a viewable report containing the individual'"'"'s rating and the individual'"'"'s rank order.
-
-
13. An electronic assessment system for assessing an individual for a potential human resources action by an employer comprising:
-
an electronic terminal operable to present an abbreviated set of questions to the individual and to receive electronically the individual'"'"'s responses to the questions;
a computer configured to provide results automatically in response to receiving the electronically received responses; and
an electronic report viewer operable to present to the employer a viewable report containing the results, characterized in that the computer is configured to compare automatically the electronically received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals to a full set of questions, the abbreviated set of questions being selected from the full set of questions. - View Dependent Claims (14)
-
-
15. A computer-readable medium substantially as shown and described.
-
16. A method substantially as shown and described.
-
17. An apparatus substantially as shown and described.
-
18. A system for assessing an individual applicant for employment by an employer, the system comprising:
-
an electronic applicant terminal logged on to a website and operable to present a plurality of questions to the applicant and to receive electronically the applicant'"'"'s responses to the questions;
an applicant screening computer associated with the website and configured to provide applicant results automatically in response to receiving the electronically received responses;
an electronic network connecting the electronic applicant terminal to the applicant screening computer in accordance with a uniform resource locator associated with website, the uniform resource locator having been entered by the applicant into the electronic applicant terminal; and
an electronic report viewer operable to present to the employer a viewable report containing the applicant results, wherein the applicant screening computer is configured to compare automatically the electronically received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals.
-
-
19. A method for assessing an individual applicant for employment by an employer, the method comprising:
-
hosting an employer website identified by a uniform resource locator;
providing via the uniform resource locator access to the website by the applicant at an applicant terminal;
transmitting questions from an applicant screening computer to the applicant terminal;
receiving at the applicant screening computer responses from the applicant to the questions transmitted over the Internet;
comparing automatically the received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals.
-
-
20. A method for assessing an individual applicant for employment by an employer, the method comprising:
-
making a connection over a network between a job applicant telephone and a computer;
transmitting questions from the computer to the job applicant telephone;
receiving at the computer responses from the applicant to the questions transmitted, the responses having been transmitted over the network from the job applicant telephone;
comparing automatically the received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals.
-
-
21. A method of assessing the suitability of an individual for a job action, the method comprising:
-
making a connection between a computer and a terminal;
receiving at the computer responses entered at the terminal by the individual in response to questions;
scoring the received responses according to correlations between job duty performance ratings of a plurality of workers and previous responses given by the workers. - View Dependent Claims (22, 23, 24, 25, 26, 27, 28, 29, 30, 31)
-
-
32. An apparatus for assessing the suitability of an individual for a job action, the apparatus comprising:
-
means for making a connection between a computer and a terminal;
means for receiving at the computer responses entered at the terminal by the individual in response to questions;
means for scoring the received responses according to correlations between job duty performance ratings of a plurality of workers and previous responses given by the workers. - View Dependent Claims (33, 34, 35, 36, 37, 38, 39)
-
-
40. A computer program capable of causing a computer to perform the functions of:
-
making a connection between a terminal and a computer;
receiving at the computer responses entered at the terminal by an individual in response to questions;
scoring the received responses according to correlations between job duty performance ratings of a plurality of workers and previous responses given by the workers.
-
-
41. A method of constructing a computer model useful for deciding whether a new job applicant would be suitable for employment, the method comprising:
-
collecting complete pre-hire information from a plurality of original applicants in response to a complete set of pre-hire information items;
hiring the original applicants;
collecting post-hire information for the original applicants based on job performance of the original applicants after hire;
comparing the complete pre-hire information to the post-hire information;
responsive to the comparing, selecting a sub-set of the complete pre-hire information items, the sub-set being selected for a high correlation to the post-hire information;
generating from the pre-hire information and the post-hire information a computerized predictive model operable to generate an applicant suitability indication based on newly input pre-hire information electronically collected from a new applicant, the suitability indication indicating whether the new applicant would be suitable for employment and the newly input pre-hire information being limited to the new applicant'"'"'s responses to the selected subset of the complete pro-hire information items. - View Dependent Claims (42, 43)
-
-
44. An electronic prediction system for assessing the suitability of job applicants for an employer, the electronic prediction system comprising:
-
a plurality of applicant terminals connected to the Internet;
an applicant screening server connected through the Internet to the applicant terminals, the applicant screening server having a testing computer program and storing test meta-data;
an employer website configured to present questions to the applicants at the applicant terminals and to receive applicant responses entered at the applicant terminals in response to presentation of the questions, the questions having been validated by correlating job duty performance ratings of a plurality of hired workers with previous responses given by the workers to the questions;
a scoring system for automatically scoring the applicant responses, the scoring system being validated to predict both performance and turnover potential;
a scoring database connected to the applicant screening server;
an applicant input system located on the employer'"'"'s premises and configured electronically to receive input from an applicant at the employer'"'"'s premises after the candidate has come to the employer'"'"'s premises and logged on; and
a viewing system for permitting the employer to view applicant results from the electronic prediction system and the applicant'"'"'s rank order.
-
-
45. A method of constructing a computer model generating one or more job performance criteria predictors based on input pre-hire information, the method comprising:
-
from a plurality of applicants, collecting pre-hire information from the applicants;
collecting post-hire information for the applicants based on job performance of the applicants after hire; and
responsive to the pre-hire information and the post-hire information, forming a computer model operable to generate a plurality of job performance criteria predictors based on input pre-hire information electronically collected from new applicants.
-
-
46. An electronic prediction system for assessing the suitability of job applicants for an employer, the electronic prediction system comprising:
-
an applicant screening server storing a testing computer program and test data, the testing computer program configured to present questions to the applicants over a network, the questions having been validated by correlating job duty performance ratings of a plurality of hired workers with responses given by the workers; and
means for receiving input from an applicant at the employers premises after the candidate has come to the employer'"'"'s premises and logged on.
-
-
47. A method of deciding whether a new job applicant would he suitable for employment, the method comprising:
-
collecting complete pre-hire information from a plurality of original applicants in response to a complete set of pre-hire information items;
hiring the original applicants;
collecting post-hire information for the original applicants based on job performance of the original applicants after hire;
comparing the complete pre-hire information to the post-hire information;
responsive to the comparing, selecting a sub-set of the complete pre-hire information items, the sub-set being selected for a correlation to the post-hire information;
preparing from the pre-hire information and the post-hire information a computerized predictive model operable to generate automatically an applicant suitability indication based on newly input pre-hire information electronically collected from a new applicant, the suitability indication indicating whether the new applicant would be suitable for employment and the newly input pre-hire information being limited to the new applicant'"'"'s responses to the selected subset of the complete pre-hire information items.
-
-
48. A method of constructing a model generating one or more job performance criteria predictors based on input pre-hire information collected over the Internet, the method comprising:
-
from a plurality of applicants, collecting pre-hire information from the applicants, the collecting comprising administering application questions to the applicants, the application questions comprising;
validated questions designed to minimize adverse impact on minority groups and validated by correlating job performance ratings of a plurality of hired workers with previous responses given by the workers to the application questions before the workers were hired; and
requirements questions eliciting information on whether the applicants meet employment requirements;
collecting post-hire information for the applicants based on job performance ratings of the applicants after hire; and
from the pre-hire information and the post-hire information, generating a computer-based predictive model operable to generate one or more job performance criteria predictors and a turnover predictor based on newly input pre-hire information from new applicants, the newly input pre-hire information comprising;
responses from the new applicants to a short subset of the validated questions, the short subset being selected to serve as a fast job-related pre-screen; and
later responses collected from the new applicants at the employer'"'"'s premises after the applicants have come to the employer'"'"'s premises and logged on, the later responses collected in response to a more in-depth assessment;
wherein the computer-based predictive model is operable in real time to generate from the job performance criteria predictors, the turnover predictor, and responses of the new applicants to the requirements questions a rank order of all the new applicants.
-
-
49. A method of constructing a model generating one or more job performance criteria predictors based on input pre-hire information collected electronically, the method comprising:
-
from a plurality of applicants, collecting pre-hire information from the applicants, the collecting comprising administering validated questions to the applicants, the validated questions designed to minimize adverse impact on minority groups and validated by correlating job performance ratings of a plurality of hired workers with previous responses given by the workers to the application questions before the workers were hired;
collecting post-hire information for the applicants based on performance of the applicants after hire; and
from the pre-hire information and the post-hire information, generating a computer-based predictive model operable to generate one or more job performance criteria predictors based on newly input pre-hire information from new applicants, the newly input pre-hire information comprising responses from the new applicants to a short subset of a large assessment, the short subset being selected to serve as a fast job-related pre-screen;
wherein the computer-based predictive model is operable to generate a rank order of the new applicants. - View Dependent Claims (50, 51)
-
-
52. A method of constructing a model generating one or more job performance criteria predictors based on input pre-hire information collected electronically, the method comprising:
-
from a plurality of applicants, collecting pre-hire information from the applicants;
collecting post-hire information for the applicants based on job performance of the applicants after hire; and
from the pre-hire information and the post-hire information, generating an artificial intelligence-based predictive model operable to generate one or more job performance criteria predictors based on newly input pre-hire information from new applicants, the newly input pre-hire information comprising responses from the new applicants to a short set of validated questions numbering less than about sixty;
wherein the artificial intelligence-based predictive model is operable in real time and generates a rank order of the new applicants.
-
-
53. An apparatus for assisting in determining the suitability of an individual for employment by an employer, the apparatus comprising:
- an electronic data interrogator operable to present a first set of a plurality of questions to the individual;
an electronic answer capturer operable to electronically store the individual'"'"'s responses to at least a selected plurality of the first set of questions presented to the individual;
an electronic predictor responsive to the stored answers and operable to predict at least one post-hire outcome if the individual were to be employed by the employer, the predictor providing a prediction of the out come based upon correlations of the stored answers with answers to sets of questions by other individuals for which post-hire information has been collected; and
an electronic results provider providing an output indicative of the out come to assist in determining the suitability of the individual for employment by the employer;
wherein the data interrogator is located at a first location and the predictor is located at a second location which is remote from the first location;
the data interrogator and the predictor are selectively electronically interconnected through a network; and
the network is an electronic network.
- an electronic data interrogator operable to present a first set of a plurality of questions to the individual;
-
54. An apparatus for assisting in determining the suitability of an individual for employment by an employer, the apparatus comprising:
- an electronic data interrogator operable to present a first set of a plurality of questions to the individual;
an electronic answer capturer operable to electronically store the individual'"'"'s responses to at least a selected plurality of the first set of questions presented to the individual;
an electronic predictor responsive to the stored answers and operable to predict at least one post-hire outcome if the individual were to be employed by the employer, the predictor providing a prediction of the out come based upon correlations of the stored answers with answers to sets of questions by other individuals for which post-hire information has been collected; and
an electronic results provider providing an output indicative of the out come to assist in determining the suitability of the individual for employment by the employer,wherein the predictor comprises art artificial intelligence-based prediction system; and
the model comprises at least one expert system.
- an electronic data interrogator operable to present a first set of a plurality of questions to the individual;
-
55. A computer-implemented method of predicting employment performance characteristics for a candidate employee based on pre-hire information collected for hired employees, the method comprising:
- collecting data indicating pre-hire information for a plurality of the hired employees;
collecting data indicating post-hire outcomes for the hired employees;
constructing an artificial intelligence-based model from the pre-hire information and the post-hire outcomes for the employees;
from the candidate employee, electronically collecting data indicating pre-hire information of the candidate employee; and
applying the model to the collected pre-hire information of the candidate employee to generate one or more predicted post-hire outcomes for the candidate employee;
wherein constructing the model comprises;
constructing a plurality of proposed models, wherein at least two of the models are of different types; and
selecting a superior proposed model as the model to be used;
wherein at least two of the proposed models are different expert models.
- collecting data indicating pre-hire information for a plurality of the hired employees;
-
56. A computer-implemented method of predicting employment performance characteristics for a candidate employee based on pre-hire information collected for hired employees, the method comprising:
-
collecting data indicating pre-hire information for a plurality of the hired employees;
collecting data indicating post-hire outcomes for the hired employees;
constructing an artificial intelligence-based model from the pre-hire information and the post-hire outcomes for the employees;
from the candidate employee, electronically collecting data indicating pre-hire information of the candidate employee;
applying the model to the collected pre-hire information of the candidate employee to generate one or more predicted post-hire outcomes for the candidate employee; and
using the one or more predicted post-hire outcomes to influence a hiring decision.
-
-
57. A computer-implemented method of predicting employment performance characteristics for a candidate employee based on pre-hire information collected for hired employees, the method comprising:
-
collecting data indicating pre-hire information for a plurality of the hired employees;
collecting data indicating post-hire outcomes for the hired employees;
constructing an artificial intelligence-based model from the pre-hire information and the post-hire outcomes for the employees;
from the candidate employee, electronically collecting data indicating pre-hire information of the candidate employee; and
applying the model to the collected pre-hire information of the candidate employee to generate one or more predicted post-hire outcomes for the candidate employee; and
using the one or more predicted post-hire outcomes to influence a promotion decision.
-
-
58. A computer-implemented method of predicting employment performance characteristics for a candidate employee based on pre-hire information collected for hired employees, the method comprising:
-
collecting data indicating pre-hire information for a plurality of the hired employees;
collecting data indicating post-hire outcomes for the hired employees;
constructing an artificial intelligence-based model from the pre-hire information and the post-hire outcomes for the employees;
from the candidate employee, electronically collecting data indicating pre-hire information of the candidate employee; and
applying the model to the collected pre-hire information of the candidate employee to generate one or more predicted post-hire outcomes for the candidate employee;
wherein at least one of the predicted post-hire outcomes is denoted as a probability that a particular value range of a job effective measure will be observed for a candidate employee.
-
-
59. A method of constructing a model generating one or more job performance criteria predictors based on input pre-hire information, the method comprising:
-
from a plurality of applicants, electronically collecting pre-hire information from the applicants;
collecting post-hire information for the applicants based on job performance of the applicants after hire;
from the pre-hire information and the post-hire information, generating an artificial intelligence-based predictive model operable to generate one or more job performance criteria predictors based on input pre-hire information from new applicants; and
limiting the applicants for the model to those providing a certain answer to a knock-out question.
-
-
60. A method for constructing an artificial intelligence-based employment selection process based on pre-hire information comprising personal employee characteristics and post-hire information comprising employee job performance observation information, the method comprising:
-
generating a plurality of predictive artificial intelligence models based on the pre-hire and post-hire information, wherein at least two of the artificial intelligence models are of different types;
testing effectiveness of the models to select an effective model; and
applying the effective model to predict post-hire information not yet observed;
wherein the different types of artificial intelligence models are at least two of the following four different types of artificial intelligence models;
application questions;
customer service inventory;
working with information test; and
sales potential inventory.
-
-
61. A web-based hiring system employing a computer-implemented stack ranked table means, said system comprising:
-
announcement means for announcing a job vacancy and inviting a job applicant to visit a website identified by a first uniform resource locator;
first computer means for determining whether said job applicant has previously completed a screening solution;
second computer means for providing a seconds uniform resource locator to said job applicant if said first computer means determines that said job applicant has not previously completed a screening solution;
screening solution means for screening applicants for a job vacancy, the screening solution means being implemented on a website identified by said second uniform resource locator and eliciting screening answers from said job applicant to a limited set of screening questions, said limited set being selected to test particular competencies predictive of successful performance of the type of job covered by said job vacancy;
stack ranked table means implemented by a computer for ranking said job applicant in order against a plurality of other applicants, said stack ranked table means initially ranking said job applicant and said other applicants in order from first to last as soon as said applicant inputs said screening answers;
selection solution means for selecting advancing applicants from said stack ranked table, said selection solution means eliciting selection answers from said job applicant and said plurality of other applicants responsive to selection questions, said selecting being accomplished by said selection means evaluating said selection answers and said stack ranked table means re-ranking said job applicant and said plurality of other job applicants, said selection questions being selected to test particular competencies predictive of successful performance of the type of job covered by said job vacancy;
interview solution means for providing a structured interview of said advancing applicants, said structured interview comprising interview questions provided via computer to a person conducting said structured interview, said stack ranked table means receiving from said interview solution means interview scores provided by said person, and said stack ranked table means re-ranking said advancing applicants upon receiving said interview scores, said interview questions being selected to test particular competencies predictive of successful performance of the type of job covered by said job vacancy;
performance evaluation recordation means for recording a performance evaluation of said job applicant if said job applicant is hired;
correlation means for correlating said performance evaluation with said screening answers and said selection answers; and
system adjustment means for adjusting said web-based hiring system in response to said correlating, wherein the system adjustment means is operable to delete a screening question determined to be ineffective.
-
-
62. A computer system employing a stack ranked table means, said computer system comprising:
-
identification means for identifying to a computer user a first uniform resource locator;
first computer means for determining whether said computer user has previously completed a screening solution;
second computer means for providing a second uniform resource locator to said computer user if said first computer means determines that said computer user has not previously completed a screening solution;
screening solution means for screening computer users, the screening solution means being implemented on a website identified by said second uniform resource locator and eliciting screening answers from said computer user;
stack ranked table means implemented by a computer for ranking said computer user in order against a plurality of other computer users, said stack ranked table means initially ranking said computer user and said other computer users in order from first to last as soon as said applicant inputs said screening answers;
selection solution means for selecting advancing computer users from said stack ranked table, said selection solution means eliciting selection answers from said computer user and said plurality of other computer users responsive to selection questions, said selecting being accomplished by said selection means evaluating said selection answers and said stack ranked table means re-ranking said computer user and said plurality of other computer users;
interview solution means for providing a structured interview of said advancing computer users, said structured interview comprising interview questions provided via computer, said stack ranked table means receiving interview scores from said interview solution means, and said stack ranked table means re-ranking said advancing computer users upon receiving said interview scores;
performance evaluation recordation means for subsequently recording a performance evaluation of said computer user;
correlation means for correlating said performance evaluation with said screening answers and said selection answers;
system adjustment means for adjusting said computer system in response to said correlating.
-
-
63. A computer system for human resources management comprising:
-
a first computer terminal associated with a first computer user;
a second computer terminal associated with a second computer user;
a third computer terminal associated with a third computer user;
a database; and
a first server configured to;
communicate via an Internet with the first computer terminal and collect first identifying information;
host a screening website;
display on the screening website screening questions eliciting first screening information from the first computer user;
receive over the Internet from the first computer terminal the first screening information;
evaluate the first screening information and calculate therefrom a first screening score;
associate the first screening score with the first identifying information;
store in a stack ranked table of database the first screening score in association with the first identifying information;
communicate via the Internet with the second computer terminal and collect second identifying information regarding the second computer user from the second computer terminal via the Internet;
compare the second identifying information to data stored in the database and determine whether database has previously stored screening data regarding the second computer user;
display on the screening website screening questions eliciting second screening information from the second user;
receive over the Internet from the second computer terminal the second screening information;
evaluate the second screening information and calculate therefrom a second screening score;
associate the second screening score with the second identifying information;
store in the stack ranked table of database the second screening score in association with the second identifying information;
communicate via the Internet with the third computer terminal and collect third identifying information regarding the third computer user from the third computer terminal via the Internet;
compare the third identifying information to data stored in the database and determine whether database has previously stored screening data regarding the third computer user;
display on the screening website screening questions eliciting third screening information from the third computer user;
receive over the Internet from the third computer terminal the third screening information;
evaluate the third screening information and calculate therefrom a third screening score;
associate the third screening score with the third identifying information;
store in the stack ranked table of database the third screening score in association with the third identifying information;
rank in the stack ranked table a relative ranking of the first computer user, the second computer user, and third computer user based at least in part on the first screening score, the second screening score, and the third screening score;
provide a selection display;
provide access to the selection display by the first computer user and the second computer user but not by the third computer user, based on the relative ranking;
display on the selection display selection questions eliciting first selection information from the first computer user;
receive from a fourth computer terminal the first selection information;
evaluate the first selection information and calculate therefrom a first selection score;
associate the first selection score with the first identifying information;
store in the stack ranked table the first selection score in association with the first identifying information;
display on the selection display selection questions eliciting second selection information from the second computer user;
receive from the fourth computer terminal the second selection information;
evaluate the second selection information and calculate therefrom a second selection score;
associate the second selection score with the second identifying information;
store in the stack ranked table the second selection score in association with the second identifying information;
re-rank in the stack ranked table a relative re-ranking of the first computer user and the second computer user based at least in part on the first selection score and the second selection score;
select a successful employment candidate from among the first computer user and the second computer user based on the re-ranking; and
provide an indication of the identity of the successful employment candidate. - View Dependent Claims (64, 65, 66, 67, 68, 69, 70, 71)
-
-
72. A computer-implemented method for managing human resources in a computer system comprising a first computer terminal associated with a first computer user, a second computer terminal associated with a second computer user, a third computer terminal associated with a third computer user, a database, and a first server, the method comprising:
-
communicating via an Internet with the first computer terminal and obtaining first identify information;
hosting a screening website;
displaying on the screening website screening questions eliciting first screening information from the first user;
receiving over the Internet from the first computer terminal the first screening information;
evaluating the first screening information and calculating therefrom a first screening score;
associating the first screening score with the first identifying information;
storing in a stack ranked table of database the first screening score in association with the first identifying information;
communicating via the Internet with the second computer terminal and collecting second identifying information regarding the second computer user from the second computer terminal via the Internet;
comparing the second identifying information to data stored in the database and determine whether database has previously stored screening data regarding the second computer user;
displaying on the screening website screening questions eliciting second screening information from the second user;
receiving over the Internet from the second computer terminal the second screening information;
evaluating the second screening information and calculating therefrom a second screening score;
associating the second screening score with the second identifying information;
storing in the stack ranked table of database the second screening score in association with the second identifying information;
communicating via the Internet with the third computer terminal and collecting third identifying information regarding the third computer user from the third computer terminal via the Internet;
comparing the third identifying information to data stored in the database and determine whether database has previously stored screening data regarding the third computer user;
displaying on the screening website screening questions eliciting third screening information from the third user;
receiving over the Internet from the third computer terminal the third screening information;
evaluating the third screening information and calculate therefrom a third screening score;
associating the third screening score with the third identifying information;
storing in the stack ranked table of database the third screening score in association with the third identifying information;
ranking in the stack ranked table a relative ranking of the first computer user, the second computer user, and third computer user based at least in part on the first screening score, the second screening score, and the third screening score;
providing a selection display;
providing access to the selection display by the first computer user and the second computer user but not by the third computer user, based on the relative ranking;
displaying on the selection display selection questions eliciting first selection information from the first user;
receiving from a fourth computer terminal the first selection information;
evaluating the first selection information and calculating therefrom a first selection score;
associating the first selection score with the first identifying information;
storing in the stack ranked table the first selection score in association with the first identifying information;
displaying on the selection display selection questions eliciting second selection information from the second user;
receiving from the fourth computer terminal the second selection information;
evaluating the second selection information and calculating therefrom a second selection score;
associating the second selection score with the second identifying information;
storing in the stack ranked table the second selection score in association with the second identifying information;
re-ranking in the stack ranked table a relative re-ranking of the first computer user and the second computer user based at least in part on the first selection score and the second selection score;
selecting a successful employment candidate from among the first computer user and the second computer user based on the re-ranking; and
providing an indication of the identity of the successful employment candidate.
-
-
73. An apparatus for assisting in determining suitability of an individual for employment by an employer, the apparatus comprising:
-
electronic data interrogator means for presenting a first set of a plurality of means for questioning to the individual;
electronic answer capturer means for electronically storing answers of the individual to at least a selected plurality of the first set of means for questioning presented to the individual;
electronic predictor means responsive to the stored answers and for predicting at least one post-hire outcome if the individual were to be employed by the employer, the predictor means providing a prediction of the outcome based upon correlations of the stored answers with answers to sets of means for questioning by other individuals for which post-hire information has been collected; and
electronic results provider means for providing an output indicative of the outcome to assist in determining the suitability of the individual for employment by the employer;
wherein the data interrogator means is located at a first location and the predictor means is located at a second location which is remote from the first location;
the data interrogator means and the predictor means are selectively electronically interconnected through a network; and
the network is an electronic network.
-
-
74. A computer-implemented method of screening and selecting persons for a position for an employer comprising:
-
using an online screening solution to automatically determine if a given candidate is suitable for the position;
having a service provider other than the employer design an online selection solution having questions related to a plurality of competencies that are validated and correlated as being predictive of success for the position;
for candidates who are determined by the online screening solution to be suitable for the position, using the online selection solution hosted by the service provider to automatically create a rank order of applicants from the candidates based at least in part on responses to questions in the online selection solution for the plurality of competencies; and
making the rank order of such applicants available online to the employer as a dynamic filter for aiding in the selection of applicants for the position. - View Dependent Claims (75, 76, 77, 78, 79, 80, 81, 82, 83, 85)
-
-
84. The computer-implemented method of clam 83, wherein the step of using the online selection solution further comprises:
as part of the rank order that is automatically created, generating scores for each of the first, second and third sets of questions to predict performances, potential and tenure of the applicants.
-
86. A computer-implemented method of screening candidates for a position for an employer comprising:
-
having a service provider other than the employer design an online solution having a plurality of scorable sections of questions each related to a competency other than background, knowledge and skills of the candidates, wherein the questions are validated and correlated as being predictive of success for the position in terms of at least one of performance, potential and tenure of the candidates;
using the online solution to automatically create a rank order of candidates for the position based at least in part on responses to questions in the online solution, wherein the rank order includes scores for each of the plurality of scorable sections; and
making the rank order of such candidates available online to the employer as a dynamic filter for aiding in the screening of candidates for the position. - View Dependent Claims (87, 88)
-
-
89. A computer implemented method of screening candidates for a position for an employer comprising:
-
having a service provider other than the employer design an online solution having a plurality of scorable sections of questions each related to a competency other than background, knowledge and skills of the candidates, wherein the questions are validated and correlated as being predictive of success for the position in terms of at least one of performance, potential and tenure of the candidates;
using the online solution to automatically create a rank order of candidates for the position based at least in part of responses to questions in the online solution and including performing the steps of;
scoring each scorable section upon completion by the candidate; and
presenting questions for a next scorable section only if the candidate has successfully passed a previous scorable section; and
making the rank order of such candidates available online to the employer as a dynamic filter for aiding in the screening of candidates for the position. - View Dependent Claims (90)
-
Specification