Computer-implemented system for human resources management

• US 8,086,558 B2
• Filed: 08/11/2009
• Issued: 12/27/2011
• Est. Priority Date: 06/12/2000
• Status: Expired due to Term

• Current Assignee: SHL US Incorporated (Gartner, Inc.)
• Original Assignee: Previsor Incorporated (SHL Group Limited)
• Inventors: Dewar, Katrina
• Primary Examiner(s): Holmes, Michael B
• Assistant Examiner(s): Wong, Lut
• Application Number:
  US12/539,166
• Publication Number:
  US 20100042574A1
• Time in Patent Office: 868 Days
• Field of Search: 706/62
• US Class Current: 706/62
• 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. A computer-implemented method of screening and selecting persons for a position for an employer comprising:

providing an online screening solution that automatically determines if a given candidate is suitable for the position in response to a plurality of questions asked as part of the online screening solution;

providing an online selection solution having questions related to a plurality of competencies related to the position, the online selection solution being distinct from the online screening solution and including questions other than questions relating to background, knowledge and skills of the given candidate which have answers that are validated and correlated as being predictive of success for the position;

using a computer processing system to statistically correlate job performance ratings of a plurality of workers who were hired with previous answers given by the plurality of workers to the questions in the online selection solution before the plurality of workers was hired to validate and correlate the questions as being predictive of success for the position;

for candidates who are determined by the online screening solution to be suitable for the position, automatically creating a rank order of applicants from the candidates based at least in part on responses of the candidate as compared to the validated and correlated answers to questions in the online selection solution for the plurality of competencies; and

making the rank order of such applicants available online to the employer as a dynamic filter for aiding in the selection of applicants for the position.

2. The computer-implemented method of claim 1, further comprising:

automatically rank ordering those candidates from the online screening solution; and

making the rank ordering of those candidates from the online screening solution available online to the employer.

3. The computer-implemented method of claim 2, further comprising:

permitting the employer to select which of those candidates from the online screening solution are permitted to use the online selection solution.

4. The computer-implemented method of claim 1, wherein:

the step of providing the online screening solution is provided without proctoring; and

the step of providing the online selection solution is provided with proctoring.

5. The computer-implemented method of claim 1, wherein:

the step of providing the online screening solution is accomplished by making the online screening solution accessible to candidates via at least one of an Internet website and an interactive telephonic interface.

6. The computer-implemented method of claim 1, wherein:

the step of providing the online screening solution includes presenting at least one knockout question to an applicant whereby the applicant is determined to be unsuitable for the position based on a response to a single question that forms the knockout question.

7. The computer-implemented method of claim 1, wherein the step of providing the online selection solution comprises:

utilizing a plurality of separably scorable sections of questions.

8. The computer-implemented method of claim 7, wherein the step of providing the online selection solution further comprises:

scoring each scorable section upon completion by the applicant; and

presenting questions for a next scorable section only if the applicant has successfully passed a previous scorable section.

9. The computer-implemented method of claim 8, further comprising:

providing a customized message to the candidate based on whether the applicant passed the previous scorable section.

10. The computer-implemented method of claim 7, wherein the step of providing the online selection solution comprises:

providing a first set of questions correlated to customer service;

providing a second set of questions correlated to working with information; and

providing a third set of questions correlated to sales potential.

11. The computer-implemented method of claim 10, wherein the step of providing the online selection solution further comprises:

as part of the rank order that is automatically created, generating scores for each of the first, second and third sets of questions to predict performance, potential and tenure of the applicants.

12. The computer-implemented method of claim 1, further comprising:

providing a customized message to the candidate based on the online screening solution determining whether the candidate is suitable for the position or not.

13. A computer-implemented method of screening candidates for a position for an employer comprising:

providing an online solution having a plurality of scorable sections of questions each related to a competency other than background, knowledge and skills of the candidates, wherein the questions have answers that are validated and correlated as being predictive of success for the position in terms of at least one of performance, potential and tenure of the candidates;

using a computer processing system to statistically correlate job performance ratings of a plurality of workers who were hired with previous answers given by the plurality of workers to the questions before the plurality of workers was hired;

automatically creating a rank order of candidates for the position based at least in part on responses of the candidate as compared to the validated and correlated answers to questions in the online solution, wherein the rank order includes scores for each of the plurality of scorable sections; and

making the rank order of such candidates available online to the employer as a dynamic filter for aiding in the screening of candidates for the position.

14. The computer-implemented method of claim 13, wherein:

the step of providing the online solution is accomplished by making the online solution accessible to candidates via at least one of an Internet website and an interactive telephonic interface.

15. The computer-implemented method of claim 13, wherein:

the step of providing the online solution further includes presenting at least one knockout question to a candidate whereby the candidate is determined to be unsuitable for the position based on a response to a single question that forms the knockout question.

16. A computer-implemented method of screening candidates for a position for an employer comprising:

providing an online solution having a plurality of scorable sections of questions each related to a competency other than background, knowledge and skills of the candidates, wherein the questions have answers that are validated and correlated as being predictive of success for the position in terms of at least one of performance, potential and tenure of the candidates;

using a computer processing system to statistically correlate job performance ratings of a plurality of workers who were hired with previous answers given by the plurality of workers to the questions before the plurality of workers was hired;

automatically creating a rank order of candidates for the position based at least in part on responses of the candidate as compared to the validated and correlated answers to questions in the online solution and including performing the steps of;

scoring each scorable section upon completion by the candidate; and

presenting questions for a next scorable section only if the candidate has successfully passed a previous scorable section; and

making the rank order of such candidates available online to the employer as a dynamic filter for aiding in the screening of candidates for the position.

17. The computer-implemented method of claim 16, further comprising:

providing a customized message to the candidate based on whether the candidate passed the previous scorable section.