Behavioral profiles in sourcing and recruiting as part of a hiring process
First Claim
1. A computer-implemented method of selecting potential hires for progression through a hiring process, comprising:
- selecting at least one measured performance indicator for a position;
obtaining the at least one measured 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 measured performance indicator;
surveying incumbents from at least a portion of a top half and a portion of a bottom half of the performance continuum;
generating, by a processor, an optimal profile for the position based upon a plurality of the incumbent surveys from the portion of the top half of the performance continuum, a plurality of the incumbent surveys from the portion of the bottom half of the performance continuum, and the at least one measured performance indicator of the incumbents, wherein the optimal profile increases a probability of success and reduces a probability of failure of potential hires by considering the plurality of the incumbent surveys from the portion of the top half of the performance continuum and the plurality of the incumbent surveys from the portion of the bottom half of the performance continuum in relationship to the measured performance indicators of the incumbents completing the plurality of the incumbent surveys;
generating, by a processor, a candidate profile of a potential hire based on a survey administered to the potential hire;
comparing, by a processor, the candidate profile of the potential hire with the optimal 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.
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Accused Products
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.
22 Citations
30 Claims
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1. A computer-implemented method of selecting potential hires for progression through a hiring process, comprising:
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selecting at least one measured performance indicator for a position; obtaining the at least one measured 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 measured performance indicator; surveying incumbents from at least a portion of a top half and a portion of a bottom half of the performance continuum; generating, by a processor, an optimal profile for the position based upon a plurality of the incumbent surveys from the portion of the top half of the performance continuum, a plurality of the incumbent surveys from the portion of the bottom half of the performance continuum, and the at least one measured performance indicator of the incumbents, wherein the optimal profile increases a probability of success and reduces a probability of failure of potential hires by considering the plurality of the incumbent surveys from the portion of the top half of the performance continuum and the plurality of the incumbent surveys from the portion of the bottom half of the performance continuum in relationship to the measured performance indicators of the incumbents completing the plurality of the incumbent surveys; generating, by a processor, a candidate profile of a potential hire based on a survey administered to the potential hire; comparing, by a processor, the candidate profile of the potential hire with the optimal 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. - View Dependent Claims (2, 3, 4, 5, 6, 7, 8)
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9. A computer-implemented system for selecting potential hires for progression through a hiring process, comprising:
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a non-transitory computer-readable medium comprising a set of instructions executable by a processor, the set of instructions executable to configure the processor to; receive 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 measured performance indicator; generate a candidate profile of the potential hire by analyzing the survey completed by the potential hire; generate an optimal profile for the position by analyzing a plurality of the incumbent surveys completed by the high performers and a plurality of the incumbent surveys completed by the low performers, wherein the optimal profile increases a probability of success and reduces a probability of failure of potential hires by considering the plurality of the incumbent surveys completed by the top performers and the plurality of the incumbent surveys completed by the bottom performers in relationship to the measured performance indicators of the incumbents completing the plurality of the incumbent surveys; and generate a result for the potential hire by comparing the candidate profile of the potential hire with the optimal profile for the position; wherein a determination of whether to progress the potential hire is made based upon the result. - View Dependent Claims (10, 11, 12, 13, 14, 15, 16, 17)
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18. A computer-implemented method of determining an optimal range for a behavioral characteristic for a position at a company, comprising:
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receiving a completed survey from each of a plurality of incumbents in a position, the survey comprising a group of two or more items, the group of items corresponding to the behavioral characteristic, and the plurality of incumbents including both high performers and low performers relative to an identified measured performance indicator; plotting results of a plurality of the incumbent surveys from the high performers and a plurality of the incumbent surveys from the low performers on a continuum; determining, by a processor, an optimal range for the behavioral characteristic for the position based upon the results of the plurality of the incumbent surveys from the high performers and the results of the plurality of the incumbent surveys from the low performers, wherein the optimal range increases a probability of success and reduces a probability of failure of potential hires by considering the plurality of the incumbent surveys from the top performers and the plurality of the incumbent surveys from the bottom performers in relationship to the measured performance indicators of the incumbents completing the plurality of incumbent surveys; and determining, by a processor, where the optimal range falls on the continuum; wherein the optimal range is between but not inclusive of the endpoints of the continuum. - View Dependent Claims (19, 20, 21)
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22. A computer-implemented method of determining the more effective source for sourcing candidates, comprising:
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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, by a processor, an optimal profile for the position based upon a first survey of a group of incumbents in the position and an at least one measured performance indicator of the incumbents; generating, by a processor, a candidate profile based upon a candidate survey for each candidate in both groups; determining, by a processor, a result for each candidate in both groups based upon the comparison of the candidate survey with the optimal profile; tracking, by a processor, a measurement of candidates from each group that receive results over a threshold result; determining whether the first or the second source is the more effective source for sourcing candidates based on the measurement of candidates from each group that receive results over the threshold result; and selecting the more effective source for sourcing candidates based on the measurement of candidates. - View Dependent Claims (23, 24, 25, 26, 27, 28, 29, 30)
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Specification