Behavioral Profiles in Sourcing and Recruiting as Part of a Hiring Process

• US 20090006178A1
• Filed: 06/29/2007
• Published: 01/01/2009
• Est. Priority Date: 06/29/2007
• Status: Active Grant

• Current Assignee: Infor Incorporated
• Original Assignee: PeopleAnswers, Inc. (Infor Incorporated)
• Inventors: Ellis, Mark, Taylor, Jason-Jno Eugene
• Granted Patent: US 8,204,778 B2
• Time in Patent Office: Days
• US Class Current: 705/10
• CPC Class Codes: G06Q 10/063118 Staff planning in a project environment
• CPC Class Codes: G06Q 10/0639 Performance analysis of employees; Performance analysis of enterprise or organisation operations
• CPC Class Codes: G06Q 10/06393 Score-carding, benchmarking or key performance indicator [KPI] analysis
• CPC Class Codes: G06Q 10/10 Office automation; Time management
• CPC Class Codes: G06Q 10/1053 Employment or hiring
• CPC Class Codes: G06Q 30/02 Marketing; Price estimation or determination; Fundraising
• CPC Class Codes: G06Q 30/0203 Market surveys; Market polls

Abstract

A method of selecting potential hires for progression through a hiring process is provided. The method comprises selecting at least one performance indicator for a position, obtaining the at least one performance indicator for a plurality of incumbents in the position, and placing each incumbent in the plurality of incumbents along a performance continuum according to their performance indicator. The method also comprises surveying incumbents from at least both halves of the performance continuum, generating an ideal profile for the position based upon the incumbent survey and the at least one performance indicator of the incumbents, using a survey to generate a candidate profile of a potential hire, comparing the candidate profile of the potential hire with the ideal profile for the position to determine a result for the potential hire, and determining whether to progress the potential hire to a next stage in the hiring process based upon the result.

Claims

1. A method of selecting potential hires for progression through a hiring process, comprising:

selecting at least one performance indicator for a position;

obtaining the at least one performance indicator for a plurality of incumbents in the position;

placing each incumbent in the plurality of incumbents along a performance continuum according to their performance indicator;

surveying incumbents from at least both halves of the performance continuum;

generating an ideal profile for the position based upon the incumbent survey and the at least one performance indicator of the incumbents;

using a survey to generate a candidate profile of a potential hire;

comparing the candidate profile of the potential hire with the ideal profile for the position to determine a result for the potential hire; and

determining whether to progress the potential hire to a next stage in the hiring process based upon the result.

2. The method of claim 1, wherein the performance indicator is selected from the group consisting of sales numbers, call center numbers, management numbers, individual contribution numbers, customer service numbers, and training numbers.

3. The method of claim 1, wherein the performance indicator is a direct performance indicator.

4. The method of claim 1, wherein the performance indicator is an indirect performance indicator.

5. The method of claim 1, wherein the incumbents surveyed also include incumbents in the middle of the performance continuum.

6. The method of claim 1, wherein the survey used for the incumbents and the survey used for the potential hire are the same survey.

7. The method of claim 1, wherein the result is selected from the group consisting of an overall rating value, a fit index, a recommendation statement, and a rating symbol.

8. The method of claim 1, wherein the potential hire is selected to progress to an interview.

9. The method of claim 1, wherein the potential hire is selected to progress to a job offer.

10. A system for selecting potential hires for progression through a hiring process, comprising:

a survey completed by a potential hire for a position and a plurality of incumbents in the position, the plurality of incumbents including both high performers and low performers relative to an identified performance indicator;

a candidate profile of the potential hire generated by analyzing the survey completed by the potential hire;

an ideal profile for the position generated by analyzing the surveys completed by the plurality of incumbents; and

a result for the potential hire generated by comparing the candidate profile of the potential hire with the ideal profile for the position;

wherein a determination of whether to progress the potential hire is made based upon the result.

11. The system of claim 10, wherein the performance indicator is selected from the group consisting of sales numbers, call center numbers, management numbers, individual contribution numbers, customer service numbers, and training numbers.

12. The system of claim 10, wherein the performance indicator is a direct performance indicator.

13. The system of claim 10, wherein the performance indicator is an indirect performance indicator.

14. The system of claim 10, wherein the incumbents surveyed also include incumbents in the middle of the performance continuum.

15. The system of claim 10, wherein the survey used for the incumbents and the survey used for the potential hire are the same survey.

16. The system of claim 10, wherein the result is selected from the group consisting of an overall rating value, a fit index, a recommendation statement, and a rating symbol.

17. The system of claim 10, wherein the potential hire is selected to progress to an interview.

18. The system of claim 10, wherein the potential hire is selected to progress to a job offer.

19. A method of determining an ideal range for a behavioral trait for a position at a company, comprising:

having a plurality of incumbents in a position complete a survey comprising a group of two or more items,

the group of items corresponding to the behavioral trait, and

the plurality of incumbents including both high performers and low performers relative to an identified performance indicator;

plotting the results of the survey for the plurality of incumbents on a continuum;

determining an ideal range for the behavioral trait based upon the results of the high performers; and

determining where the ideal range falls on the continuum;

wherein the ideal range is between but not inclusive of the endpoints of the continuum.

20. The method of claim 19, further comprising:

having the survey comprise a plurality of groups of items, each group corresponding to a different behavioral trait; and

determining the ideal range for each behavioral trait.

21. The method of claim 20, further comprising:

administering the survey to a potential hire; and

providing to a survey reader the results for each behavioral trait.

22. The method of claim 20, further comprising assigning varying weights of importance to each group of items.

23. A method of determining the more effective source for sourcing candidates, comprising:

receiving a first group of candidates for a position from a first source;

receiving a second group of candidates for the position from a second source;

generating an ideal profile for the position based upon a first survey of a group of incumbents in the position and an at least one performance indicator of the incumbents;

generating a candidate profile based upon a candidate survey for each candidate in both groups;

determining a result for each candidate in both groups based upon the comparison of the candidate survey with the ideal profile;

tracking a measurement of candidates from each group that receive results over a threshold result;

using the measurement of candidates from each group that receive results over the threshold result to determine whether the first or the second source is the more effective source for sourcing candidates; and

selecting the more effective source for sourcing candidates based on the measurement of candidates.

24. The method of claim 23, wherein the first source is selected from the group consisting of an employment agency, an Internet posting, and a newspaper advertising.

25. The method of claim 23, wherein the second source is selected from the group consisting of an employment agency, an Internet posting, and a newspaper advertising.

26. The method of claim 23, wherein the first and second sources are from the same provider.

27. The method of claim 23, further comprising providing an organization associated with the position with an assessment of the sources.

28. The method of claim 27, wherein the assessment is selected from the group consisting of a cost per candidate over the threshold result, a cost per hire, a candidate flow by position, a candidate over the threshold result by source, and a candidate over the threshold result by position.

29. The method of claim 27, wherein the determination of determine whether the first or the second source is the more effect source for sourcing candidates is made by also considering a secondary factor.

30. The method of claim 29, wherein the secondary factor is selected from the group consisting of education, work experience, skill level, and training.

31. The method of claim 29, wherein the threshold result is an average of the results for all of the candidates.

32. A method for generating a condensed survey, comprising:

creating a database comprising a plurality of dimensions, each dimension comprising two or more items associated with a behavioral trait;

determining a first subset of dimensions from the plurality of dimensions that is most predictive of a fit with a first position;

generating a first condensed survey from the first subset of dimensions;

determining a second subset of dimensions from the plurality of dimensions that is most predictive of a fit with a second position; and

generating a second condensed survey from the second subset of dimensions;

wherein a potential hire is either administered the first or the second condensed survey depending upon whether the potential hire is being considered for the first or second position.

33. The method of claim 32, wherein the dimensions in the first and second condensed survey are assigned varying weights of importance.

34. The method of claim 32, wherein the first and second subsets of dimensions are associated respectively with a first and second profile.