ELECTRONIC EMPLOYEE SELECTION SYSTEMS AND METHODS

• US 20100287111A1
• Filed: 07/22/2010
• Published: 11/11/2010
• Est. Priority Date: 08/03/2000
• Status: Abandoned Application

• Current Assignee: Kronos Talent Management Incorporated (Seahawk Acquisition Corp.)
• Original Assignee: Kronos Talent Management Incorporated (Seahawk Acquisition Corp.)
• Inventors: Smith, David R., Smith, John R., Becker, Richard W., Clainos, Deme M., Scarborough, David J., Chambless, Bjorn, Check, Thomas F., Eng, Maxwell W., Mertz, Adam N., Paajanen, George E., Levy, Joel R.
• Application Number:
  US12/841,977
• Publication Number:
  US 20100287111A1
• Time in Patent Office: Days
• US Class Current: 705/321
• CPC Class Codes: G06Q 10/063 Operations research, analysis or management
• 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 10/10 Office automation; Time management
• CPC Class Codes: G06Q 10/1053 Employment or hiring
• CPC Class Codes: G06Q 30/08 Auctions
• CPC Class Codes: G09B 5/00 Electrically-operated educational appliances working with questions and answers G09B7/00; simulators G09B9/00; advertising or displaying in general G09F
• CPC Class Codes: G09B 7/00 Electrically-operated teaching apparatus or devices working with questions and answers mechanically operated G09B3/00; computing arrangements G06F
• CPC Class Codes: G09B 7/02 of the type wherein the student is expected to construct an answer to the question which is presented or wherein the machine gives an answer to the question presented by a student

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.

Claims

1. An apparatus for assisting in determining the suitability of an individual for employment by an employer, the apparatus comprising:

an applicant terminal configured to present a first set of a plurality of questions to the individual;

an applicant screening server configured 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 system responsive to the stored answers and configured to predict at least one business outcome for at least one job performance criterion if the individual were to be employed by the employer, the electronic predictor system providing a prediction of the at least one business outcome for the at least one job performance criterion 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

a viewing system providing an output indicative of the prediction of the at least one business outcome for the at least one job performance criterion to assist in determining the suitability of the individual for employment by the employer;

wherein the viewing system is configured to provide a hiring recommendation based at least on the at least one business outcome for the at least one job performance criterion;

wherein the viewing system is further configured to determine a score for the individual, further configured to determine whether the score is over a norm, and further configured to identify the individual as a favorable candidate if the score is over the norm.

2. An apparatus according to claim 1 wherein at least one of the business outcomes is a predicted ranking of the individual for the outcome.

3. An apparatus according to claim 1 wherein the applicant terminals are located at a first location and the electronic predictor system is located at a second location which is remote from the first location.

4. An apparatus according to claim 3 wherein the applicant terminals and the electronic predictor system are selectively electronically interconnected through a network.

5. An apparatus according to claim 4 wherein the network is the worldwide web.

6. An apparatus according to claim 4 wherein the network is a telephone network.

7. An apparatus according to claim 1 wherein the first set of questions may be varied.

8. An apparatus according to claim 7 wherein the electronic predictor system is configured to determine and indicate a lack of correlation between one or more questions of the first set of questions and at least one of the business outcomes, whereby questions which lack the correlation may be discarded or modified.

9. An apparatus according to claim 1 wherein at least one of the business outcomes is tenure of employment and the answers to sets of questions by other individuals comprise answers by employees of the employer for whom tenure of employment has been determined.

10. An apparatus according to claim 1 in which the electronic predictor system provides a prediction of the probability of the individual exhibiting at least one of the business outcomes, the prediction being based on correlations between the at least one of the business outcomes and the answers to questions by the other individuals, including answers by at least some employees of the employer, the prediction taking at least selected answers of the stored answers as inputs to the prediction, a probability of the individual exhibiting at least one of the business outcomes being provided as an output of the prediction.

11. An apparatus according to claim 1 wherein the electronic predictor system is responsive to the stored answers and configured to predict plural business outcomes if the individual were to be employed by the employer.

12. An apparatus for assisting in determining the suitability of an individual for employment by an employer, the apparatus comprising:

means for electronically presenting a first set of a plurality of questions to the individual;

means for electronically storing responses of the individual to at least a selected plurality of the first set of questions presented to the individual;

means for predicting at least one business outcome for at least one job performance criterion if the individual were to be employed by the employer that is responsive to means for electronically storing responses of the individual, the means for predicting being configured to provide a prediction of at least one business outcome for the at least one job performance criterion based upon correlations of the at least one criterion with answers to sets of questions by other individuals and the closeness of the stored answers to such correlations;

means for determining a score for the individual based at least on the prediction of the at least one business outcome for the at least one job performance criterion;

means for determining whether the score meets a norm; and

means for providing an output indicative of the at least one business outcome for the at least one job performance criterion and whether the score meets the norm to assist in determining the suitability of the individual for employment by the employer.

13. A computer-readable medium having a collection of employment-related data, the data comprising:

pre-hire information for a plurality of employees, wherein the pre-hire information comprises information electronically-collected from an applicant, wherein the information comprises a plurality of competencies;

post-hire information for at least some of the plurality of employees, wherein the information comprises a plurality of business outcomes;

a feedback process identifying which of the competencies are effective in predicting a set of one or more of the business outcomes for at least one job performance criterion for a job applicant;

a set of scores for candidate employees, wherein the scores are generated via the set of one or more of the business outcomes; and

an indication of which of the scores for the candidate employees are over a norm.