System and method for evaluating job candidates

CAFC
  • US 8,894,416 B1
  • Filed: 09/03/2014
  • Issued: 11/25/2014
  • Est. Priority Date: 08/04/2003
  • Status: Expired due to Fees
First Claim
Patent Images

1. A computer-implemented method being implemented by an improved computer system programmed for reference checking in accordance with the computer-implemented method, comprising:

  • generating, by the improved computer system programmed for reference checking, a plurality of position specific surveys;

    wherein each position specific survey comprises a plurality of survey questions specific to competency skills related to performance of at least one position;

    wherein each response received, by the improved computer system programmed for reference checking, to each survey question corresponds to a number on a numerical extent scale;

    wherein each position specific survey is configured for calculating an statistical score in each competency skills group of the competency skills based on statistical analysis of numbers on the numerical extent scale across responses received from the plurality of reference providers to the plurality of survey questions so that the responses from the plurality of reference providers are confidential from employers and job candidates;

    receiving, by the improved computer system programmed for reference checking, through at least one first computer programmed graphical user interface, from at least one first employer, at least the following information;

    i) job information, wherein the job information is related to at least one first position,ii) an identity of each job candidate applying to be interviewed, andiii) a selection identifying, from the plurality of position specific surveys, at least one first position specific survey related to at least one first position;

    wherein the at least one first employer requires references from a plurality of reference providers to be received for each job candidate before the at least one first employer decides whether or not to conduct a job interview;

    wherein the improved computer system programmed for reference checking is independent from each job candidate and the at least one first employer;

    receiving, by the improved computer system programmed for reference checking, through at least one second computer programmed graphical user interface, from a first job candidate from a plurality of job candidates applying to be interviewed, first contact information identifying the plurality of reference providers,automatically transmitting, by the improved computer system programmed for reference checking, at least one first personalized request to complete the at least one first position specific survey to the first reference provider, wherein the at least one first personalized request comprises;

    i) a first URL link to access the at least one first position specific survey, andii) information informing that responses obtained in response to the at least one first position specific survey are kept confidential from the at least one first employer and the first job candidate;

    automatically transmitting, by the improved computer system programmed for reference checking, at least one second personalized request to complete the at least one first position specific survey to the second reference provider, wherein the at least one second personalized request comprises;

    i) a second URL link to access the at least one first position specific survey, andii) the information informing that the responses obtained in response to the at least one first position specific survey are kept confidential from the at least one first employer and the first job candidate;

    automatically transmitting, by the improved computer system programmed for reference checking, at least one third personalized request to complete the at least one first position specific survey to the third reference provider, wherein the at least one third personalized request comprises;

    i) a third URL link to access the at least one first position specific survey, andii) the information informing that the responses obtained in response to the at least one first position specific survey are kept confidential from the at least one first employer and the first job candidate;

    causing to display, by the improved computer system programmed for reference checking, through at least one third computer graphical user interface, the at least one first position specific survey to the first, the second and the third reference providers respectively in response to the first, the second and the third URL links being respectively activated;

    respectively receiving, by the improved computer system programmed for reference checking, from the first, the second and the third reference providers, the responses to the at least one first position specific survey;

    calculating, by the improved computer system programmed for reference checking, each statistical score of the first job candidate in each competency skills group of the competency skills based on the responses, being respectively received from the first, the second and the third reference providers;

    generating, by the improved computer system programmed for reference checking, for the at least one first employer, at least one reference report related to the first job candidate, wherein the at least one reference report comprises the statistical scores of the first job candidate in the competency skills groups of the at least one first position specific survey, being calculated based on the responses of the first, the second and the third reference providers so as to maintain the confidentiality of the responses of the plurality of reference providers from the at least one first employer and the first job candidate;

    wherein the statistical scores of the first job candidate are benchmarked against statistical scores of other job candidates who applied to a specific position that is at least similar to the at least one first position; and

    wherein the at least one reference report is configured to allow the at least one first employer to decide whether or not to conduct the job interview with the first job candidate who has applied to be interviewed.

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