System and method for evaluating talent and performance

• US 20060235884A1
• Filed: 04/18/2005
• Published: 10/19/2006
• Est. Priority Date: 04/18/2005
• Status: Abandoned Application

• Current Assignee: Performance Assessment Network, Inc. (PSI Services LLC)
• Original Assignee: Performance Assessment Network, Inc. (PSI Services LLC)
• Inventors: Frederici, Edwin P., White, Douglas R. G., Pfenninger, David T.
• Application Number:
  US11/108,551
• Publication Number:
  US 20060235884A1
• Time in Patent Office: Days
• US Class Current: 1/1
• CPC Class Codes: G06Q 10/063112 Skill-based matching of a person or a group to a task
• CPC Class Codes: G06Q 10/10 Office automation; Time management
• CPC Class Codes: G06Q 10/1053 Employment or hiring
• CPC Class Codes: G06Q 50/10 Services

Abstract

A system and method for evaluating talent and performance comprises a central computer in communication with a plurality of network computers. The central computer is operable to provide a plurality of user workspaces accessible at the plurality of network computers. In one embodiment, a plurality of hiring stages are defined for a job opening and job applicants pass through the hiring stages from a job application stage to a job offer stage. The central computer calculates statistical information such as probabilities that an applicant will pass through the hiring stages, typical time durations for applicants to pass through the hiring stages, the total number of job candidates that have applied for the job opening, and a ranking of the candidates. The system is operable to determine that a warning condition exists related to a job opening and display such warning on one of the plurality of user workspaces.

Claims

1. A human resources system for providing information to an organization employee at a network computer concerning a job opening having a plurality of hiring stages and a related plurality of job applicants, the system comprising:

a) at least one memory containing data related to the job opening, the plurality of hiring stages, and the plurality of job applicants;

b) a central computer communicating with the at least one memory and the at least one network computer, the central computer operable to determine whether a warning situation exists related to the job opening and provide an employee workspace accessible by the employee at the at least one network computer, the employee workspace operable to

i) display the job opening; and

ii) provide a warning associated with the displayed job opening when the central computer determines that the warning situation exists.

2. The system of claim 1 wherein the central computer is operable to determine a probability of passing through the plurality of hiring stages, and wherein the warning situation comprises an insufficient total number of the plurality of job applicants such that a likelihood exists that at least one of the plurality of job applicants will not pass through the plurality of hiring stages.

3. The system of claim 1 wherein the central computer is operable to track a typical time to pass through the plurality of hiring stages, and wherein the warning situation comprises a likelihood that one of the plurality of job applicants will have insufficient time to pass through the plurality of hiring stages before a deadline.

4. The system of claim 1 wherein the central computer is operable to rank each of the plurality of job applicants and is operable to track a typical time to pass through the plurality of hiring stages, and wherein the warning situation comprises at least one highly ranked candidate that is likely to not complete the hiring process unless the highly ranked candidate is fast tracked through the hiring process.

5. A method for monitoring the status of a job opening within an organization, wherein the job opening is to be filled by one of a plurality of applicants, the method comprising:

a) defining a plurality of hiring stages for completion by each of the plurality of applicants;

b) for each of the plurality of hiring stages, determining a probability of passing the hiring stage; and

c) determining whether the job opening is likely to be filled by one of the plurality of applicants based on a total number of the plurality of applicants and the probabilities of passing each of the plurality of hiring stages.

6. The method of claim 5 further comprising, for each of the plurality of hiring stages, determining a cumulative probability of passing the remaining hiring stages of the plurality of hiring stages.

7. The method of claim 6 further comprising the step of calculating the inverse of at least one of the cumulative probabilities.

8. The method of claim 7 further comprising the step of comparing the inverse of the at least one of the cumulative probabilities to the total number of the plurality of applicants.

9. The method of claim 7 further comprising the step of comparing the inverse of the at least one of the cumulative probabilities to a total number of a subset of the plurality of applicants who have passed one of the plurality of hiring stages.

10. The method of claim 5 further comprising the step of displaying a warning symbol if it is determined that the job opening is not likely to be filled by one of the plurality of applicants.

11. A method for monitoring the status of a job opening within an organization, wherein the job opening is to be filled by one of a plurality of applicants, the method comprising:

a) defining a plurality of hiring stages for completion by each of the plurality of applicants;

b) for each of the plurality of hiring stages, determining a typical time that applicants remain in the hiring stage; and

c) determining whether an insufficient amount of time is available to identify one of the plurality of job applicants for the job opening.

12. The method of claim 11 wherein the step of determining whether an insufficient amount of time is available is based on a deadline to fill the job opening.

13. The method of claim 12 further comprising the step of, for each of the plurality of hiring stages, determining a probability of passing the hiring stage

14. The method of claim 11 wherein the one of the plurality of job applicants is a highly ranked candidate and wherein the step of determining whether an insufficient amount of time is available is based on the existence of another of the plurality of job applicants passing through a later stage of the plurality of hiring stages when the highly ranked candidate remains in an earlier stage of the plurality of hiring stages.

15. The method of claim 14 further comprising the step of accelerating the highly ranked candidate through the stages of the hiring process.

16. A method for monitoring the status of a job opening within an organization, wherein the job opening is to be filled by one of a plurality of applicants, the method comprising:

a) defining a plurality of hiring stages for completion by each of the plurality of applicants;

b) maintaining statistical information related to the job opening;

c) determine whether a warning situation exists related to the job opening based on the statistical information related to the job opening; and

d) displaying a warning associated with the job opening if it is determined that a warning situation exists.

17. The method of claim 16 wherein the statistical information comprises a probability that a job applicant will pass through the plurality of hiring stages, and wherein the warning situation comprises an insufficient total number of the plurality of job applicants such that a likelihood exists that at least one of the plurality of job applicants will not pass through the plurality of hiring stages.

18. The method of claim 16 wherein the statistical information comprises a typical time to pass through the plurality of hiring stages, and wherein the warning situation comprises a likelihood that one of the plurality of job applicants will have insufficient time to pass through the plurality of hiring stages before a deadline.

19. The method of claim 16 wherein the statistical information comprises a rank for each of the plurality of job applicants and a typical time to pass through the plurality of hiring stages, and wherein the warning situation comprises a likelihood that at least one highly ranked candidate will have insufficient time to pass through the plurality of hiring stages unless the highly ranked candidate is fast tracked through the hiring process.