Behavioral profiles in sourcing and recruiting as part of a hiring process

• US 8,484,072 B1
• Filed: 04/30/2012
• Issued: 07/09/2013
• Est. Priority Date: 06/29/2007
• Status: Active Grant

• Current Assignee: Infor Incorporated
• Original Assignee: PeopleAnswers, Inc. (Infor Incorporated)
• Inventors: Taylor, Jason-Jno Eugene, Ellis, Mark
• Primary Examiner(s): Dixon, Thomas
• Assistant Examiner(s): VIZVARY, GERALD C
• Application Number:
  US13/460,117
• Time in Patent Office: 435 Days
• Field of Search: 705/7.38, 705/8, 705/7.17
• US Class Current: 705/7.38
• 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 10/06393 Score-carding, benchmarking or key performance indicator [KPI] analysis
• CPC Class Codes: G06Q 10/10 Office automation; Time management
• CPC Class Codes: G06Q 10/1053 Employment or hiring
• CPC Class Codes: G06Q 30/02 Marketing; Price estimation or determination; Fundraising
• CPC Class Codes: G06Q 30/0203 Market surveys; Market polls

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 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.

Claims

1. A computer-implemented method of selecting potential hires for progression through a hiring process, comprising:

selecting at least one performance indicator for a position;

obtaining the at least one performance indicator for a plurality of incumbents in the position;

surveying a group of the plurality of incumbents, the group of the plurality of incumbents including both high performers and low performers relative to the at least one performance indicator;

generating, by a processor, an optimal profile for the position based upon the incumbent survey and the at least one performance indicator of at least some of the group of the plurality of incumbents, wherein the at least some of the group of the plurality of incumbents includes both high performers and low performers relative to the at least one performance indicator;

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.

2. The computer-implemented method of claim 1, wherein the performance indicator is selected from a group consisting of sales numbers, call center numbers, management numbers, individual contribution numbers, customer service numbers, and training numbers.

3. The computer-implemented method of claim 1, wherein the performance indicator is a direct performance indicator or an indirect performance indicator.

4. The computer-implemented method of claim 1, wherein the group of the plurality of incumbents surveyed also includes incumbents in a mid-range of the performance continuum.

5. The computer-implemented method of claim 1, wherein the survey used for the group of the plurality of incumbents and the survey used for the potential hire are the same survey.

6. The computer-implemented method of claim 1, wherein the result is selected from a group consisting of an overall rating value, a fit index, a recommendation statement, and a rating symbol.

7. The computer-implemented method of claim 1, wherein the potential hire is selected to at least one of progress to an interview and progress to a job offer.

19. The computer-implemented method of claim 1, further comprising placing the group of the plurality of incumbents on a performance continuum according to their performance indicator.

20. The computer-implemented method of claim 1, wherein the group of the plurality of incumbents comprises all of the plurality of incumbents.

8. A computer-implemented system for selecting potential hires for progression through a hiring process, comprising:

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 group of a plurality of incumbents in the position, the group of the plurality of incumbents including both high performers and low performers relative to an identified performance indicator;

generate a candidate profile of the potential hire generated by analyzing the survey completed by the potential hire;

generate an optimal profile for the position by analyzing the surveys completed by at least some of the group of the plurality of incumbents, wherein the at least some of the group of the plurality of incumbents includes both high performers and low performers relative to the identified performance indicator; 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.

9. The computer-implemented system of claim 8, wherein the performance indicator is selected from a group consisting of sales numbers, call center numbers, management numbers, individual contribution numbers, customer service numbers, and training numbers.

10. The computer-implemented system of claim 8, wherein the performance indicator is a direct performance indicator or an indirect performance indicator.

11. The computer-implemented system of claim 8, wherein the group of the plurality of incumbents surveyed also includes incumbents in a mid-range of the performance continuum.

12. The computer-implemented system of claim 8, wherein the survey used for the group of the plurality of incumbents and the survey used for the potential hire are the same survey.

13. The computer-implemented system of claim 8, wherein the result is selected from a group consisting of an overall rating value, a fit index, a recommendation statement, and a rating symbol.

14. The computer-implemented system of claim 8, wherein the potential hire is selected to at least one of progress to an interview and progress to a job offer.

15. A computer-implemented method of determining an optimal range for a behavioral characteristic for a position at a company, comprising:

receiving a completed survey from a group 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 group of the plurality of incumbents including both high performers and low performers relative to an identified performance indicator;

plotting results of the survey for at least some of the group of plurality of incumbents on a continuum, wherein the at least some of the group of the plurality of incumbents includes both high performers and low performers relative to the identified performance indicator;

determining, by a processor, an optimal range for the behavioral characteristic based upon the results of the high performers; 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.

16. The computer-implemented method of claim 15, further comprising:

having the survey comprise a plurality of groups of items, each group corresponding to a different behavioral characteristic; and

determining the optimal range for each behavioral characteristic.

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

administering the survey to a potential hire; and

providing to a survey reader the results for each behavioral characteristic.

18. The computer-implemented method of claim 16, further comprising assigning varying weights of importance to each group of items.