Electronic predication system for assessing a suitability of job applicants for an employer

• US 7,606,778 B2
• Filed: 06/12/2001
• Issued: 10/20/2009
• Est. Priority Date: 06/12/2000
• Status: Active Grant

• Current Assignee: SHL US Incorporated (Gartner, Inc.)
• Original Assignee: Previsor Incorporated (SHL Group Limited)
• Inventors: Dewar, Katrina L
• Primary Examiner(s): Vincent; David R
• Assistant Examiner(s): Wong; Lut
• Application Number:
  US09/878,245
• Publication Number:
  US 20020055866A1
• Time in Patent Office: 3,052 Days
• Field of Search: 706/14, 706/21, 706/45, 706/46, 707/102, 705/11
• US Class Current: 706/21
• CPC Class Codes: G06Q 10/063112 Skill-based matching of a person or a group to a task
• 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 30/0203 Market surveys; Market polls
• 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

A system and method for testing and/or evaluating employees or potential employees is disclosed. A computer arranges a plurality of applicants in a stack ranked table. The table may rank or re-rank applicants against each other, from best to worst, after successive screening, selecting, and/or interviewing stages for a particular job. Performance evaluations of hired workers may be fed back to the computer for adjusting the system and method. Competencies shown to be predictive of successful performance of a given type of job are tested for at various stages in an online testing system.

Claims

1. An electronic prediction system for assessing a suitability of job applicants for an employer, the electronic prediction system comprising:

a plurality of terminals connected to the Internet and accessible by the applicants;

an applicant screening server connected through the Internet to the terminals, the applicant screening server having a testing computer program and storing test data;

a statistical correlation system for validating a set of application questions by statistically correlating job performance ratings of a plurality of workers who were hired with previous responses given by the plurality of workers to application questions before the plurality of workers were hired;

a website identified by a uniform resource locator indicated in an employer job advertisement, the website configured to present application questions to the applicants at the terminals and to receive applicant responses entered at the terminals in response to presentation of the application questions, the application questions comprising;

requirements questions eliciting information on whether the applicants meet employment requirements; and

a set of validated questions validated by the statistical correlation system, the set of validated questions being a short subset of a larger in-depth assessment, the short subset being selected to present a job-related pre-screen that can be presented at the terminals faster than presenting all questions in the larger in-depth assessment;

a scoring system for automatically scoring the applicant responses in real time, the scoring system comparing applicant responses for requirements questions to employer requirements and being validated to predict both performance and turnover potential;

a scoring database connected to the applicant screening server;

an applicant input system located on the employer'"'"'s premises and configured to administer an in-depth assessment to an applicant at the employer'"'"'s premises after the applicant has come to the employer'"'"'s premises and logged on; and

a viewing system for permitting the employer to view applicant results from the electronic prediction system and the applicant'"'"'s rank order, the applicant results providing information on applicants who have a high probability of performing successfully and not terminating early.

2. An electronic prediction system for assessing a suitability of job applicants for an employer, the electronic prediction system comprising:

a plurality of terminals connected to the Internet and accessible by the applicants;

an applicant screening server connected through the Internet to the terminals, the applicant screening server having a testing computer program and storing test data;

a statistical correlation system for validating a set of application questions by statistically correlating job performance ratings of a plurality of workers who were hired with previous responses given by the plurality of workers to application questions before the plurality of workers were hired;

a resource identified by a uniform resource locator, the resource configured to present application questions to the applicants at the terminals and to receive applicant responses entered at the terminals in response to presentation of the application questions, the application questions comprising;

requirements questions eliciting information on whether the applicants meet employment requirements; and

validated questions validated by the statistical correlation system;

a scoring system for automatically scoring the applicant responses in real time, the scoring system being validated by the statistical correlation system to predict both performance and turnover potential;

a scoring database connected to the applicant screening server; and

a viewing system for permitting the employer to view applicant results from the electronic prediction system and the applicant'"'"'s rank order, the applicant results providing information on applicants who have a high probability of performing successfully and not terminating early.

3. An electronic prediction system for assessing a suitability of job applicants for an employer, the electronic prediction system comprising:

a plurality of terminals connected to the Internet and accessible by the applicants;

an applicant screening server connected through the Internet to the terminals, the applicant screening server having a testing computer program and storing test data;

a statistical correlation system for validating a set of application questions by statistically correlating job performance ratings of a plurality of workers who were hired with previous responses given by the plurality of workers to application questions before the plurality of workers were hired;

a resource identified in an employer job advertisement, the resource configured to present application questions to the applicants at the terminals and to receive applicant responses entered at the terminals in response to presentation of the application questions, the application question comprising;

requirements questions eliciting information on whether the applicants meet employment requirements; and

validated questions validated by the statistical correlation system;

a scoring system for automatically scoring the applicant response in real time, the scoring system being validated to predict both performance and turnover potential;

a scoring database connected to the applicant screening server; and

a viewing system for permitting the employer to view applicants results from the electronic prediction system and the applicant'"'"'s rank order, the applicant results providing information on applicants who have a high probability of performing successfully and not terminating early.