Development of electronic employee selection systems and methods
First Claim
1. A method of constructing a model operable to generate one or more job performance criteria predictions based on input pre-hire information, the method comprising:
- electronically collecting pre-hire information from a plurality of applicants wherein at least some of the pre-hire information is collected from at least one of the applicants who responds directly on an electronic device to provide pre-hire applicant responses to questions;
collecting post-hire information for the applicants based on job performance of the applicants after hire;
via information-theoretic feature selection, choosing questions from the pre-hire information as features for which respective pre-hire applicant responses serve as inputs to the model, wherein the information-theoretic feature selection comprises identifying at least one higher-order interaction comprising a set of a plurality of questions having higher predictive power than a sum of predictive powers of individual questions in the set, wherein the higher-order interaction exhibits a synergy between the set of the plurality of questions having higher predictive power;
from the pre-hire information and the post-hire information, training an artificial intelligence-based predictive model in a computer-readable medium with observed pre-hire applicant responses for the chosen features, wherein the artificial intelligence-based predictive model is operable to generate one or more job performance criteria predictions based at least on input pre-hire information from new applicants corresponding to the chosen features, whereby the one or more job performance criteria predictions are usable as a basis for a hiring recommendation or other employee selection information;
deploying the model, wherein deploying comprises converting the model into command code and providing an operational applicant processing system; and
conducting performance tuning for the model, wherein performance tuning comprises continuing data collection, monitoring sample size as incoming data accumulates, and repeating feature selection.
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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.
104 Citations
16 Claims
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1. A method of constructing a model operable to generate one or more job performance criteria predictions based on input pre-hire information, the method comprising:
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electronically collecting pre-hire information from a plurality of applicants wherein at least some of the pre-hire information is collected from at least one of the applicants who responds directly on an electronic device to provide pre-hire applicant responses to questions; collecting post-hire information for the applicants based on job performance of the applicants after hire; via information-theoretic feature selection, choosing questions from the pre-hire information as features for which respective pre-hire applicant responses serve as inputs to the model, wherein the information-theoretic feature selection comprises identifying at least one higher-order interaction comprising a set of a plurality of questions having higher predictive power than a sum of predictive powers of individual questions in the set, wherein the higher-order interaction exhibits a synergy between the set of the plurality of questions having higher predictive power; from the pre-hire information and the post-hire information, training an artificial intelligence-based predictive model in a computer-readable medium with observed pre-hire applicant responses for the chosen features, wherein the artificial intelligence-based predictive model is operable to generate one or more job performance criteria predictions based at least on input pre-hire information from new applicants corresponding to the chosen features, whereby the one or more job performance criteria predictions are usable as a basis for a hiring recommendation or other employee selection information; deploying the model, wherein deploying comprises converting the model into command code and providing an operational applicant processing system; and conducting performance tuning for the model, wherein performance tuning comprises continuing data collection, monitoring sample size as incoming data accumulates, and repeating feature selection. - View Dependent Claims (2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13, 14, 15)
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16. One or more computer-readable storage media having stored thereon an executable model operable to generate one or more job performance criteria predictions based on input pre-hire information, the model constructed via a method comprising:
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electronically collecting pre-hire information from a plurality of applicants wherein at least some of the pre-hire information is collected from at least one of the applicants who responds directly on an electronic device to provide pre-hire applicant responses to questions; collecting post-hire information for the applicants based on job performance of the applicants after hire; via information-theoretic feature selection, choosing questions from the pre-hire information as features for which respective pre-hire applicant responses serve as inputs to the model, wherein the information-theoretic feature selection comprises identifying at least one higher-order interaction comprising a set of a plurality of questions having higher predictive power than a sum of predictive powers of individual questions in the set, wherein the higher- order interaction exhibits a synergy between the set of the plurality of questions having higher predictive power; from the pre-hire information and the post-hire information, training an artificial intelligence-based predictive model in a computer-readable medium with observed pre-hire applicant responses for the chosen features, wherein the artificial intelligence-based predictive model is operable to generate one or more job performance criteria predictions based at least on input pre-hire information from new applicants corresponding to the chosen features, whereby the one or more job performance criteria predictions are usable as a basis for a hiring recommendation or other employee selection information; deploying the model, wherein deploying comprises converting the model into command code and providing an operational applicant processing system; and conducting performance tuning for the model, wherein performance tuning comprises continuing data collection, monitoring sample size as incoming data accumulates, and repeating feature selection.
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Specification