Candidate transition analysis method and system

• US 20070298392A1
• Filed: 06/13/2006
• Published: 12/27/2007
• Est. Priority Date: 06/13/2006
• Status: Abandoned Application

• Current Assignee: International Business Machines Corporation
• Original Assignee: International Business Machines Corporation
• Inventors: Mitchell, Peter James
• Application Number:
  US11/451,915
• Publication Number:
  US 20070298392A1
• Time in Patent Office: Days
• US Class Current: 434/219
• CPC Class Codes: G09B 19/00 Teaching not covered by other main groups of this subclass teaching or practice apparatus for gun-aiming or gun-laying F41G3/26

Abstract

A candidate transition analysis method and system. The system comprises a computing apparatus comprising first data. The first data comprises a specified job title and a first list comprising a first plurality of required skills for the specified job title. Candidate data and business data is received by the computing apparatus. Candidate data comprises a job candidate and a second list comprising plurality of skills related to a job held by the candidate. A plurality of scores for the candidate are calculated based on the first data, the candidate data, and the business data.

Claims

1. A method, comprising:

providing a computing apparatus comprising a memory device, said memory device comprising a transition analysis tool and job related data, said job related data comprising a first specified job title and a first list comprising a first plurality of required skills for said first specified job title;

receiving by said computing apparatus, job candidate data, said job candidate data comprising a job candidate and a second list comprising a first set of required skills related to a job held by said job candidate;

receiving, by said computing apparatus, job market data;

storing within said memory device, said job candidate data and said job market data;

comparing by said transition analysis tool, said first plurality of required skills with said first set of required skills to determine a first group of common skills between said first plurality of required skills and said first set of required skills;

calculating, by said transition analysis tool, a first score for said candidate by dividing the number of said first group of common skills by the number of said first plurality of required skills;

comparing by said transition analysis tool, said job market data with said first plurality of required skills to determine a first set of market valued skills from said first plurality of required skills;

calculating by said transition analysis tool, a second score for said job candidate by dividing the number of said first set of market valued skills by the number of said first plurality of required skills;

receiving, by said computing apparatus, a third list comprising a second set of required skills related to said job held by said job candidate;

receiving, by said computing apparatus, business data;

storing within said memory device, said third list and said business data;

comparing by said transition analysis tool, said first set of required skills with said second set of required skills to determine a second group of common skills between said first set of required skills and said second set of required skills;

calculating, by said transition analysis tool, a third score for said candidate by dividing the number of said second group of common skills by the number of said first set of required skills;

comparing by said career analysis tool, said business data with said first plurality of required skills to determine a first set of business valued skills from said first plurality of required skills; and

calculating by said transition analysis tool, a fourth score for said job candidate by dividing the number of said first set of business valued skills by the number of said first plurality of required skills.

2. The method of claim 1, further comprising:

receiving, by said computing apparatus, a fourth list comprising a third set of required skills related to said job held by said job candidate;

receiving, by said computing apparatus, professional/personal data;

storing within said memory device, said fourth list and said professional/personal data;

comparing by said transition analysis tool, said first set of required skills with said third set of required skills to determine a second group of common skills between said first set of required skills and said third set of required skills;

calculating, by said transition analysis tool, a fourth score for said candidate by dividing the number of said second group of common skills by the number of said first set of required skills;

comparing by said career analysis tool, said professional/personal data with said first set of required skills to determine a first set of professional/personal valued skills from said first set of required skills; and

calculating by said transition analysis tool, a fifth score for said job candidate by dividing the number of said first set of professional/personal valued skills by the number of said first set of required skills.

3. The method of claim 2, further comprising:

receiving, by said computing apparatus, time related data comprising formal education time estimates and practical application time estimates for learning said first specified job title; and

applying said time related data to said first score, said second score, said third score, said fourth score, and said fifth score.

4. The method of claim 2, further comprising:

calculating by said transition analysis tool, a first analysis score for said job candidate in relation to said first specified job title, wherein said first analysis score is based on a function of said first score, said second score, said third score, said fourth score, and said fifth score;

comparing said first analysis score to a first predetermined value; and

performing an action for said job candidate based on said comparing.

5. The method of claim 4, further comprising:

determining that said comparing said first analysis score to a first predetermined value results in said first analysis score exceeding said first predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

6. The method of claim 4, further comprising:

determining that said comparing said first analysis score to a first predetermined value results in said first analysis score being less than said first predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

7. The method of claim 2, further comprising:

comparing by said transition analysis tool, said first score to a first predetermined value;

determining that said comparing said first score to said first predetermined value results in said first score exceeding said first predetermined value;

comparing by said transition analysis tool, said second score to a second predetermined value;

determining that said comparing said second score to said second predetermined value results in said second score exceeding said second predetermined value;

comparing by said transition analysis tool, said third score to a third predetermined value;

determining that said comparing said third score to said third predetermined value results in said third score exceeding said third predetermined value;

comparing by said transition analysis tool, said fourth score to a fourth predetermined value;

determining that said comparing said fourth score to said fourth predetermined value results in said fourth score exceeding said fourth predetermined value;

comparing by said transition analysis tool, said fifth score to a fifth predetermined value;

determining that said comparing said fifth score to said fifth predetermined value results in said fifth score exceeding said fifth predetermined value;

calculating by said transition analysis tool, a first analysis score for said job candidate in relation to said first specified job title, wherein said first analysis score is based on a function of said first score, said second score, said third score, said fourth score, and said fifth score;

comparing said first analysis score to a sixth predetermined value; and

performing an action for said job candidate based on said comparing said first analysis score to said sixth predetermined value.

8. The method of claim 7, further comprising:

determining that said comparing said first analysis score to said sixth predetermined value results in said first analysis score exceeding said sixth predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate

9. The method of claim 7, further comprising:

determining that said comparing said first analysis score to said sixth predetermined value results in said first analysis score being less than said sixth predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

10. The method of claim 1, further comprising:

removing by said transition analysis tool, said first group and said second group of common skills from said first plurality of required skills to determine a first set of missing skills; and

recommending by said transition analysis tool, a training program for said job candidate to acquire said first set of missing skills.

11. A computing system comprising a processor coupled to a computer-readable memory unit, said memory unit comprising an transition analysis tool and job related data, said job related data comprising a first specified job title and a first list comprising a first plurality of required skills for said first specified job title, said transition analysis tool comprising instructions that when executed by the processor implement an analysis method, said method comprising:

receiving by said computing system, job candidate data, said job candidate data comprising a job candidate and a second list comprising a first set of required skills related to a job held by said job candidate;

receiving, by said computing system, job market data;

storing within said memory unit, said job candidate data and said job market data;

comparing by said transition analysis tool, said first plurality of required skills with said first set of required skills to determine a first group of common skills between said first plurality of required skills and said first set of required skills;

calculating, by said transition analysis tool, a first score for said candidate by dividing the number of said first group of common skills by the number of said first plurality of required skills;

comparing by said transition analysis tool, said job market data with said first plurality of required skills to determine a first set of market valued skills from said first plurality of required skills;

calculating by said transition analysis tool, a second score for said job candidate by dividing the number of said first set of market valued skills by the number of said first plurality of required skills;

receiving, by said computing system, a third list comprising a second set of required skills related to said job held by said job candidate;

receiving, by said computing apparatus, business data;

storing within said memory unit, said third list and said business data;

comparing by said transition analysis tool, said first set of required skills with said second set of required skills to determine a second group of common skills between said first set of required skills and said second set of required skills;

calculating, by said transition analysis tool, a third score for said candidate by dividing the number of said second group of common skills by the number of said first set of required skills;

comparing by said career analysis tool, said business data with said first plurality of required skills to determine a first set of business valued skills from said first plurality of required skills; and

calculating by said transition analysis tool, a fourth score for said job candidate by dividing the number of said first set of business valued skills by the number of said first plurality of required skills.

12. The computing system of claim 11, wherein said method further comprises:

receiving, by said computing system, a fourth list comprising a third set of required skills related to said job held by said job candidate;

receiving, by said computing system, professional/personal data;

storing within said memory unit, said fourth list and said professional/personal data;

comparing by said transition analysis tool, said first set of required skills with said third set of required skills to determine a second group of common skills between said first set of required skills and said third set of required skills;

calculating, by said transition analysis tool, a fourth score for said candidate by dividing the number of said second group of common skills by the number of said first set of required skills;

comparing by said career analysis tool, said professional/personal data with said first set of required skills to determine a first set of professional/personal valued skills from said first set of required skills; and

calculating by said transition analysis tool, a fifth score for said job candidate by dividing the number of said first set of professional/personal valued skills by the number of said first set of required skills.

13. The computing system of claim 12, wherein said method further comprises:

receiving, by said computing system, time related data comprising formal education time estimates and practical application time estimates for learning said first specified job title; and

applying said time related data to said first score, said second score, said third score, said fourth score, and said fifth score.

14. The computing system of claim 12, wherein said method further comprises:

calculating by said transition analysis tool, a first analysis score for said job candidate in relation to said first specified job title, wherein said first analysis score is based on a function of said first score, said second score, said third score, said fourth score, and said fifth score;

comparing said first analysis score to a first predetermined value; and

performing an action for said job candidate based on said comparing.

15. The computing system of claim 14, wherein said method further comprises:

determining that said comparing said first analysis score to a first predetermined value results in said first analysis score exceeding said first predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

16. The computing system of claim 14, wherein said method further comprises:

determining that said comparing said first analysis score to a first predetermined value results in said first analysis score being less than said first predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

17. The computing system of claim 12, wherein said method further comprises:

comparing by said transition analysis tool, said first score to a first predetermined value;

determining that said comparing said first score to said first predetermined value results in said first score exceeding said first predetermined value;

comparing by said transition analysis tool, said second score to a second predetermined value;

determining that said comparing said second score to said second predetermined value results in said second score exceeding said second predetermined value;

comparing by said transition analysis tool, said third score to a third predetermined value;

determining that said comparing said third score to said third predetermined value results in said third score exceeding said third predetermined value;

comparing by said transition analysis tool, said fourth score to a fourth predetermined value;

determining that said comparing said fourth score to said fourth predetermined value results in said fourth score exceeding said fourth predetermined value;

comparing by said transition analysis tool, said fifth score to a fifth predetermined value;

determining that said comparing said fifth score to said fifth predetermined value results in said fifth score exceeding said fifth predetermined value;

calculating by said transition analysis tool, a first analysis score for said job candidate in relation to said first specified job title, wherein said first analysis score is based on a function of said first score, said second score, said third score, said fourth score, and said fifth score;

comparing said first analysis score to a sixth predetermined value; and

performing an action for said job candidate based on said comparing said first analysis score to said sixth predetermined value.

18. The computing system of claim 17, wherein said method further comprises:

determining that said comparing said first analysis score to said sixth predetermined value results in said first analysis score exceeding said sixth predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate

19. The computing system of claim 17, wherein said method further comprises:

determining that said comparing said first analysis score to said sixth predetermined value results in said first analysis score being less than said sixth predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

20. The computing system of claim 11, wherein said method further comprises:

removing by said transition analysis tool, said first group and said second group of common skills from said first plurality of required skills to determine a first set of missing skills; and

recommending by said transition analysis tool, a training program for said job candidate to acquire said first set of missing skills.

21. A computer program product, comprising a computer usable medium comprising job related data and a computer readable program code embodied therein, said job related data comprising a first specified job title and a first list comprising a first plurality of required skills for said first specified job title, said computer readable program code comprising a transition analysis tool adapted to implement an analysis method within a computing system, said method comprising:

receiving by said computing system, job candidate data, said job candidate data comprising a job candidate and a second list comprising a first set of required skills related to a job held by said job candidate;

receiving, by said computing system, job market data;

storing within said computer usable medium, said job candidate data and said job market data;

comparing by said transition analysis tool, said first plurality of required skills with said first set of required skills to determine a first group of common skills between said first plurality of required skills and said first set of required skills;

calculating, by said transition analysis tool, a first score for said candidate by dividing the number of said first group of common skills by the number of said first plurality of required skills;

comparing by said transition analysis tool, said job market data with said first plurality of required skills to determine a first set of market valued skills from said first plurality of required skills;

calculating by said transition analysis tool, a second score for said job candidate by dividing the number of said first set of market valued skills by the number of said first plurality of required skills;

receiving, by said computing system, a third list comprising a second set of required skills related to said job held by said job candidate;

receiving, by said computing apparatus, business data;

storing within said computer usable medium, said third list and said business data;

comparing by said transition analysis tool, said first set of required skills with said second set of required skills to determine a second group of common skills between said first set of required skills and said second set of required skills;

calculating, by said transition analysis tool, a third score for said candidate by dividing the number of said second group of common skills by the number of said first set of required skills;

comparing by said career analysis tool, said business data with said first plurality of required skills to determine a first set of business valued skills from said first plurality of required skills; and

calculating by said transition analysis tool, a fourth score for said job candidate by dividing the number of said first set of business valued skills by the number of said first plurality of required skills.

22. The computer program product of claim 21, wherein said method further comprises:

receiving, by said computing system, a fourth list comprising a third set of required skills related to said job held by said job candidate;

receiving, by said computing system, professional/personal data;

storing within said computer usable medium, said fourth list and said professional/personal data;

comparing by said transition analysis tool, said first set of required skills with said third set of required skills to determine a second group of common skills between said first set of required skills and said third set of required skills;

calculating, by said transition analysis tool, a fourth score for said candidate by dividing the number of said second group of common skills by the number of said first set of required skills;

comparing by said career analysis tool, said professional/personal data with said first set of required skills to determine a first set of professional/personal valued skills from said first set of required skills; and

calculating by said transition analysis tool, a fifth score for said job candidate by dividing the number of said first set of professional/personal valued skills by the number of said first set of required skills.

23. The computer program product of claim 22, wherein said method further comprises:

receiving, by said computing system, time related data comprising formal education time estimates and practical application time estimates for learning said first specified job title; and

applying said time related data to said first score, said second score, said third score, said fourth score, and said fifth score.

24. The computer program product of claim 22, wherein said method further comprises:

calculating by said transition analysis tool, a first analysis score for said job candidate in relation to said first specified job title, wherein said first analysis score is based on a function of said first score, said second score, said third score, said fourth score, and said fifth score;

comparing said first analysis score to a first predetermined value; and

performing an action for said job candidate based on said comparing.

25. The computer program product of claim 24, wherein said method further comprises:

determining that said comparing said first analysis score to a first predetermined value results in said first analysis score exceeding said first predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

26. The computer program product of claim 24, wherein said method further comprises:

determining that said comparing said first analysis score to a first predetermined value results in said first analysis score being less than said first predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

27. The computer program product of claim 22, wherein said method further comprises:

comparing by said transition analysis tool, said first score to a first predetermined value;

determining that said comparing said first score to said first predetermined value results in said first score exceeding said first predetermined value;

comparing by said transition analysis tool, said second score to a second predetermined value;

determining that said comparing said second score to said second predetermined value results in said second score exceeding said second predetermined value;

comparing by said transition analysis tool, said third score to a third predetermined value;

determining that said comparing said third score to said third predetermined value results in said third score exceeding said third predetermined value;

comparing by said transition analysis tool, said fourth score to a fourth predetermined value;

determining that said comparing said fourth score to said fourth predetermined value results in said fourth score exceeding said fourth predetermined value;

comparing by said transition analysis tool, said fifth score to a fifth predetermined value;

determining that said comparing said fifth score to said fifth predetermined value results in said fifth score exceeding said fifth predetermined value;

calculating by said transition analysis tool, a first analysis score for said job candidate in relation to said first specified job title, wherein said first analysis score is based on a function of said first score, said second score, said third score, said fourth score, and said fifth score;

comparing said first analysis score to a sixth predetermined value; and

performing an action for said job candidate based on said comparing said first analysis score to said sixth predetermined value.

28. The computer program product of claim 27, wherein said method further comprises:

determining that said comparing said first analysis score to said sixth predetermined value results in said first analysis score exceeding said sixth predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate

29. The computer program product of claim 27, wherein said method further comprises:

determining that said comparing said first analysis score to said sixth predetermined value results in said first analysis score being less than said sixth predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

30. The computer program product of claim 21, wherein said method further comprises:

removing by said transition analysis tool, said first group and said second group of common skills from said first plurality of required skills to determine a first set of missing skills; and

recommending by said transition analysis tool, a training program for said job candidate to acquire said first set of missing skills.

31. A process for integrating computing infrastructure, comprising integrating computer-readable code into a computer system, wherein the computer system comprises a computer usable medium, wherein said computer usable medium comprises job related data, wherein said job related data comprises a first specified job title and a first list comprising a first plurality of required skills for said first specified job title, and wherein the code in combination with the computer system is capable of performing a method comprising:

receiving by said computing system, job candidate data, said job candidate data comprising a job candidate and a second list comprising a first set of required skills related to a job held by said job candidate;

receiving, by said computing system, job market data;

storing within said computer usable medium, said job candidate data and said job market data;

comparing, said first plurality of required skills with said first set of required skills to determine a first group of common skills between said first plurality of required skills and said first set of required skills;

calculating, a first score for said candidate by dividing the number of said first group of common skills by the number of said first plurality of required skills;

comparing, said job market data with said first plurality of required skills to determine a first set of market valued skills from said first plurality of required skills;

calculating, a second score for said job candidate by dividing the number of said first set of market valued skills by the number of said first plurality of required skills;

receiving, by said computing system, a third list comprising a second set of required skills related to said job held by said job candidate;

receiving, by said computing apparatus, business data;

storing within said computer usable medium, said third list and said business data;

comparing, said first set of required skills with said second set of required skills to determine a second group of common skills between said first set of required skills and said second set of required skills;

calculating, a third score for said candidate by dividing the number of said second group of common skills by the number of said first set of required skills;

comparing, said business data with said first plurality of required skills to determine a first set of business valued skills from said first plurality of required skills; and

calculating, a fourth score for said job candidate by dividing the number of said first set of business valued skills by the number of said first plurality of required skills.

32. The process of claim 31, wherein said method further comprises:

receiving, by said computing system, a fourth list comprising a third set of required skills related to said job held by said job candidate;

receiving, by said computing system, professional/personal data;

storing within said computer usable medium, said fourth list and said professional/personal data;

comparing, said first set of required skills with said third set of required skills to determine a second group of common skills between said first set of required skills and said third set of required skills;

calculating, a fourth score for said candidate by dividing the number of said second group of common skills by the number of said first set of required skills;

comparing, said professional/personal data with said first set of required skills to determine a first set of professional/personal valued skills from said first set of required skills; and

calculating, a fifth score for said job candidate by dividing the number of said first set of professional/personal valued skills by the number of said first set of required skills.

33. The process of claim 32, wherein said method further comprises:

receiving, by said computing system, time related data comprising formal education time estimates and practical application time estimates for learning said first specified job title; and

applying said time related data to said first score, said second score, said third score, said fourth score, and said fifth score.

34. The process of claim 32, wherein said method further comprises:

calculating, a first analysis score for said job candidate in relation to said first specified job title, wherein said first analysis score is based on a function of said first score, said second score, said third score, said fourth score, and said fifth score;

comparing said first analysis score to a first predetermined value; and

performing an action for said job candidate based on said comparing.

35. The process of claim 34, wherein said method further comprises:

determining that said comparing said first analysis score to a first predetermined value results in said first analysis score exceeding said first predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

36. The process of claim 34, wherein said method further comprises:

determining that said comparing said first analysis score to a first predetermined value results in said first analysis score being less than said first predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

37. The process of claim 32, wherein said method further comprises:

comparing, said first score to a first predetermined value;

determining that said comparing said first score to said first predetermined value results in said first score exceeding said first predetermined value;

comparing, said second score to a second predetermined value;

determining that said comparing said second score to said second predetermined value results in said second score exceeding said second predetermined value;

comparing by said transition analysis tool, said third score to a third predetermined value;

determining that said comparing said third score to said third predetermined value results in said third score exceeding said third predetermined value;

comparing, said fourth score to a fourth predetermined value;

determining that said comparing said fourth score to said fourth predetermined value results in said fourth score exceeding said fourth predetermined value;

comparing, said fifth score to a fifth predetermined value;

determining that said comparing said fifth score to said fifth predetermined value results in said fifth score exceeding said fifth predetermined value;

calculating, a first analysis score for said job candidate in relation to said first specified job title, wherein said first analysis score is based on a function of said first score, said second score, said third score, said fourth score, and said fifth score;

comparing said first analysis score to a sixth predetermined value; and

performing an action for said job candidate based on said comparing said first analysis score to said sixth predetermined value.

38. The process of claim 37, wherein said method further comprises:

determining that said comparing said first analysis score to said sixth predetermined value results in said first analysis score exceeding said sixth predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate

39. The process of claim 37, wherein said method further comprises:

determining that said comparing said first analysis score to said sixth predetermined value results in said first analysis score being less than said sixth predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

40. The process of claim 31, wherein said method further comprises:

removing by, said first group and said second group of common skills from said first plurality of required skills to determine a first set of missing skills; and

recommending, a training program for said job candidate to acquire said first set of missing skills.