Data processing: database and file management or data structures – Database design – Data structure types
Reexamination Certificate
2000-07-20
2003-09-09
Shah, Sanjiv (Department: 2172)
Data processing: database and file management or data structures
Database design
Data structure types
C707S793000
Reexamination Certificate
active
06618734
ABSTRACT:
FIELD OF THE INVENTION
The present invention generally relates to a process for conducting an employment search via any of a variety of media such as telephone, employment center PCs, CD Rom, or internet based interactive response platforms. More specifically, the invention is designed to obtain candidate information through these media and evaluate that information based on prerequisites established by the client, or employer. The present invention provides instantaneous evaluation and feedback to an applicant. The process also contains a validation procedure based on employment data collected and analyzed subsequent to use of the process. The present invention, or system, is designed to increase the effectiveness of a company's employment and recruiting efforts while dramatically reducing hiring costs.
BACKGROUND OF THE INVENTION
The process used for employment and recruiting has long been a manual format. Over the last five years, the use of technology has grown, but in a very fragmented way. Typically, companies who utilized assessment instruments chose a labor intensive approach that is often inconsistent, and if validated, is clinically based.
In the past, companies managed the employment search from the initial stage, publicizing the opening, through to the last stages, such as the final interview, and have processed candidates through large and overworked staffs. This has lead to elongated cycle times and unaffordable hiring costs. The present system negates both of these trends.
This traditional process inhibits a company from analyzing the effectiveness of employment metrics. When changes occur in the traditional process, such as labor law changes or position requirement changes, it creates disruption and reduces the effectiveness of hiring during the transition.
There have been some prior attempts at providing an effective system or process for conducting employment searches. One such attempt is disclosed in U.S. Pat. No. 5,884,270 issued to Walker et al. on Mar. 16, 1999. Walker et al. discloses a system for facilitating employment searches using anonymous communications including a plurality of party terminals, a plurality of requester terminals, and a central controller. Applicants can enter and store their background information into a database, which a prospective employer can access through search requests. The central controller releases applicant information according to the search request.
However, unlike the present invention, Walker et al. does not provide for instantaneous evaluation of that information based on an employer's criteria, or for programmed feedback to the applicant regarding the status of the application. Moreover, the Walker et al. process is accessible solely through a computer terminal, unlike the present system. Furthermore, unlike the present system, the Walker process does not contain a validation process, which is vital to the overall quality of the interview process and for the ability to conform with EEOC expectations.
Another prior attempt at providing an effective system or process for conducting employment searches is disclosed in U.S. Pat. No. 5,832,497 issued to Taylor on Nov. 3, 1998. Taylor discloses a computer system which manages the exchange of information through two databases. An object of the system is to allow applicants to enter background information in response to a database of job openings. The employer is then able to access the applicant information by entering a search request. Again, this system does not provide instantaneous evaluation and feedback to an applicant. Furthermore, an applicant must enter data via a computer terminal only. Lastly, the system does not contain a validation process to improve the overall quality of the system.
The present invention overcomes the problems and limitations of prior employment search methods and systems, and provides great advantages thereover. The present invention further advances the art of conducting an employment search, and the techniques for obtaining candidate information and evaluating that information, beyond which is known to date.
SUMMARY OF THE INVENTION
The present invention provides an automated interview and data collection system that is comprised of job-related questions. The system and process of the present invention automatically and objectively measures a job candidates work ethic, adaptability, teamwork, customer-service orientation, dependability, and other traits. It reduces the client's or employer's workload by providing instantaneous automated evaluation of candidate qualifications through interview questions customized for the client's or employer's needs, thus relieving the human resources department from time-consuming initial interviews. Furthermore, the present invention delivers better candidates while reducing the exposure to litigation due to illegal or biased questions, as the interviews are examined for these types of aberrations, or personal biases on the part of a human interviewer.
The system of the present invention captures all necessary and desired employment data of a prospective employee, and is accessible daily by the client/employer for evaluation according to that client/employer criteria. Furthermore, the present system and method accepts changes to a client's or employer's employment criteria and implements those changes overnight.
The present invention further incorporates a validation procedure assessing both content-oriented validity and criterion-related validity. Content-oriented validation determines the extent to which the interview content corresponds to job content. Criterion-related validation determines the extent to which a predictor score, obtained during the interview process, corresponds to subsequent job performance.
A goal of the invention is to collect candidate information. Data is collected by the system of the present invention via the use of various media including but not limited to Interactive Voice Response telephone technology, CD Rom, and Internet based interactive response platforms. In the first tier of the interview process, candidates are asked questions concerning employment eligibility and availability, job and educational requirements, work experience, work schedule, drug screening acceptance, etc. In the second tier, the system asks questions designed to assess whether a candidate displays critical, job-related behavioral characteristics. The assessment is based upon specifically measured dimensions identified by the client.
A second goal of the invention is to evaluate candidate information to determine which candidates best satisfy the client's prerequisites. In the first tier, candidates may be eliminated from further consideration depending on their responses to a specific question. If an applicant is not eliminated, the interview development process transitions into the second tier. There, the typical interview consists of numerous questions (for example 35 to 40) that allow the system to determine which applicants best match the criteria set by the client. The candidate's response to each question is measured along with response time in answering the question. Specific questions function as a trigger question. Inappropriate responses or response time triggers the system to branch and ask additional questions.
A further goal of the invention is to enhance the typical follow-up interview process. Once an initial interview through the system is completed, the system can immediately schedule a candidate for a follow-up interview, to be conducted by either the client/employer or the third-party interviewer at a set time and date. The system can also immediately transfer the candidate to a client/employer or third party interviewer. This feature reduces the labor and time typically expended in contacting applicants and increases the probability that an applicant will be present for a follow-up interview. The follow-up interview is conducted in person or by telephone and consists of open-ended follow-up questions that are developed by e
Kunda Andrew Kenneth
Myers Edward J.
Williams Carl J.
Baker & McKenzie
Roche David I.
Shah Sanjiv
Spherion Assessment, Inc.
LandOfFree
Pre-employment screening and assessment interview process does not yet have a rating. At this time, there are no reviews or comments for this patent.
If you have personal experience with Pre-employment screening and assessment interview process, we encourage you to share that experience with our LandOfFree.com community. Your opinion is very important and Pre-employment screening and assessment interview process will most certainly appreciate the feedback.
Profile ID: LFUS-PAI-O-3065883