Computer-implemented system for human resources management

An electronic prediction system for assessing an individual applicant for employment by an employer, the system comprising:

• an electronic applicant terminal operable to present a plurality of questions to the applicant and to receive electronically the applicant's responses to the questions;
• an applicant screening computer responsive to the electronically received responses and operable to predict expected performance for a candidate if the candidate were to be employed by the employer, the computer providing applicant results indicative of expected performance based upon correlations of the electronically received answers with answers to questions by other individuals for which job duty performance information has been collected;
• and
• an electronic report viewer operable to present to the employer a viewable report containing the applicant results.

An electronic assessment system for assessing an individual for a potential human resources action by an employer, the system comprising:

• an electronic terminal operable to present a plurality of questions to the individual and to receive electronically the individual's responses to the questions;
• a computer configured to provide results automatically in response to receiving the electronically received responses;
• and
• an electronic report viewer operable to present to the employer a viewable report containing the results,
• characterized in that the computer is configured to compare automatically the electronically received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals.

An apparatus for assisting in determining the suitability of an individual for employment by an employer, the apparatus comprising:

• an electronic data interrogator operable to present a first set of a plurality of questions to the individual;
• an electronic answer capturer operable to electronically store the individual's responses to at least a selected plurality of the first set of questions presented to the individual;
• an electronic predictor responsive to the stored answers and operable to predict at least one post-hire outcome if the individual were to be employed by the employer, the predictor providing a prediction of the outcome based upon correlations of the stored answers with answers to sets of questions by other individuals for which post-hire information has been collected;
• and an electronic results provider providing an output indicative of the outcome to assist in determining the suitability of the individual for employment by the employer.

A method for assessing suitability of persons for employment based on information for hired employees, the method comprising:

• collecting pre-hire applicant information for hired employees before they are hired;
• collecting post-hire measures of the job effectiveness of hired employees;
• constructing an artificial intelligence model identifying associations of patterns within the pre-hire data associated with patterns of job effectiveness in the post-hire data;
• collecting pre-hire information for a new applicant;
• and applying the artificial intelligence model to the pre-hire information for the new applicant to provide a prediction of the new applicant's suitability for employment.

An apparatus for assisting in determining the suitability of an individual for employment by an employer, the apparatus comprising:

• means for electronically presenting a first set of a plurality of questions to the individual;
• means for electronically storing the individual's responses to at least a selected plurality of the first set of questions presented to the individual;
• responsive to the stored answers, means for predicting at least one post-hire outcome if the individual were to be employed by the employer, the means for predicting providing a prediction of the outcome based upon correlations of the at least one characteristic with answers to sets of questions by other individuals and the closeness of the stored answers to such correlations;
• and means for providing an output indicative of the outcome to assist in determining the suitability of the individual for employment by the employer.

An artificial intelligence-based system for predicting employee behaviors based on pre-hire information collected for the employee, the system comprising:

• an electronic device for presenting an employment application comprising a set of questions to an employment candidate, wherein the electronic device is operable to transmit answers of the employment candidate to a central store of employee information, wherein the central store of employee information comprises information collected for a plurality of candidate employees and a plurality of hired employees;
• an artificial intelligence-based model constructed from information collected from the hired employees based on answers provided by the hired employees and employment behaviors observed for the hired employees;
• a software system for supplying the answers of the employment candidate to the artificial intelligence-based model to produce predicted employment behaviors for the employment candidate;
• and a report generator to produce a hiring recommendation report for the employment candidate based on the predicted employment behaviors of the employment candidate.

A computer-implemented method of predicting employment performance characteristics for a candidate employee based on pre-hire information collected for hired employees, the method comprising:

• collecting data indicating pre-hire information for a plurality of the hired employees;
• collecting data indicating post-hire outcomes for the hired employees;
• constructing an artificial intelligence-based model from the pre-hire information and the post-hire outcomes for the employees;
• from the candidate employee, electronically collecting data indicating pre-hire information of the candidate employee;
• and applying the model to the collected pre-hire information of the candidate employee to generate one or more predicted post-hire outcomes for the candidate employee.

An artificial intelligence-based employee performance prediction system comprising:

• a set of pre-hire characteristic identifiers;
• a set of post-hire outcome identifiers;
• a collection of data for employees, wherein the data includes values associated with the pre-hire identifiers and the post-hire identifiers;
• and an artificial intelligence-based model chosen from a set of candidate models, the artificial intelligence-based model exhibiting superior ability at predicting values associated with the post-hire outcome identifiers based on values associated with the pre-hire characteristic identifiers in comparison to the other candidate models.

A method for providing an automated hiring recommendation for a new potential employee, the method comprising:

• collecting pre-hire information for potential employees;
• storing the pre-hire information for the potential employees in a database;
• after hiring a plurality of the potential employees, collecting employment performance information for at least some of the hired employees;
• storing the employment performance information collected from the hired employees;
• constructing an artificial intelligence-based model based on correlations between the pre-hire information and the employment performance information collected from one or more of the hired employees;
• collecting pre-hire information for a new potential employee;
• based on the artificial intelligence-based model, providing an automated hiring recommendation for the new potential employee;
• after hiring the new potential employee, collecting employment performance information for the new potential employee;
• adding the employment performance information for the new potential employee to the database;
• and modifying the artificial intelligence-based model based on the pre-hire and employment performance information for the new potential employee.

A method for providing an automated hiring recommendation service for an employer, the method comprising:

• stationing a plurality of electronic devices at a plurality of employer sites, wherein the electronic devices are operable to accept directly from one or more job applicants answers to questions presented at the electronic devices;
• sending the answers of at least one of the job applicants to a remote site for analysis;
• applying an artificial intelligence-based predictive model to the answers of the least one of the job applicant to generate an automated hiring recommendation;
• and automatically sending the hiring recommendation to the employer.

A method of constructing a model generating one or more job performance criteria predictors based on input pre-hire information, the method comprising:

• from a plurality of applicants, electronically collecting pre-hire information from the applicants;
• collecting post-hire information for the applicants based on job performance of the applicants after hire;
• and
• from the pre-hire information and the post-hire information, generating an artificial intelligence-based predictive model operable to generate one or more job performance criteria predictors based on input pre-hire information from new applicants.

An electronic assessment system for assessing an individual for a potential human resources action by an employer, the system comprising:

• an electronic terminal operable to present a plurality of questions to the individual and to receive electronically the individual's responses to the questions;
• a computer configured to provide results automatically in response to receiving the electronically received responses;
• and
• an electronic report viewer operable to present to the employer a viewable report containing the results,
• characterized in that the computer is configured to rate automatically the electronically received responses to provide a rating for the individual and to rank automatically the individual in order against other individuals based on the rating.

An electronic assessment system for assessing an individual for a potential human resources action by an employer, the system comprising:

• an electronic terminal operable to present a plurality of questions to the individual and to receive electronically the individual's responses to the questions;
• a computer configured to rate automatically the electronically received responses to provide a rating for the individual and to rank automatically the individual in order against other individuals based on the rating;
• and
• an electronic report viewer operable to present to the employer a viewable report containing the individual's rating and the individual's rank order.

An electronic assessment system for assessing an individual for a potential human resources action by an employer comprising:

• an electronic terminal operable to present an abbreviated set of questions to the individual and to receive electronically the individual's responses to the questions;
• a computer configured to provide results automatically in response to receiving the electronically received responses;
• and
• an electronic report viewer operable to present to the employer a viewable report containing the results,
• characterized in that the computer is configured to compare automatically the electronically received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals to a full set of questions, the abbreviated set of questions being selected from the full set of questions.

A method for constructing an artificial intelligence-based employment selection process based on pre-hire information comprising personal employee characteristics and post-hire information comprising employee job performance observation information, the method comprising:

• generating a plurality of predictive artificial intelligence models based on the pre-hire and post-hire information, wherein at least two of the artificial intelligence models are of different types;
• testing effectiveness of the models to select an effective model;
• and
• applying the effective model to predict post-hire information not yet observed.

A system for assessing an individual applicant for employment by an employer, the system comprising:

• an electronic applicant terminal logged on to a website and operable to present a plurality of questions to the applicant and to receive electronically the applicant's responses to the questions;
• an applicant screening computer associated with the website and configured to provide applicant results automatically in response to receiving the electronically received responses;
• an electronic network connecting the electronic applicant terminal to the applicant screening computer in accordance with a uniform resource locator associated with website, the uniform resource locator having been entered by the applicant into the electronic applicant terminal;
• and
• an electronic report viewer operable to present to the employer a viewable report containing the applicant results,
• wherein the applicant screening computer is configured to compare automatically the electronically received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals.

A method for assessing an individual applicant for employment by an employer, the method comprising:

• hosting an employer website identified by a uniform resource locator;
• providing via the uniform resource locator access to the website by the applicant at an applicant terminal;
• transmitting questions from an applicant screening computer to the applicant terminal;
• receiving at the applicant screening computer responses from the applicant to the questions transmitted over the Internet;
• comparing automatically the received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals.

A method for assessing an individual applicant for employment by an employer, the method comprising:

• making a connection over a network between a job applicant telephone and a computer;
• transmitting questions from the computer to the job applicant telephone;
• receiving at the computer responses from the applicant to the questions transmitted, the responses having been transmitted over the network from the job applicant telephone;
• comparing automatically the received responses with electronically stored rating correlation data, the rating correlation data being indicative of calculated correlations between actual job duty performance ratings of a plurality of hired individuals and previous responses given by the hired individuals.

A method of constructing a computer model useful for deciding whether a new job applicant would be suitable for employment, the method comprising:

• collecting complete pre-hire information from a plurality of original applicants in response to a complete set of pre-hire information items;
• hiring the original applicants;
• collecting post-hire information for the original applicants based on job performance of the original applicants after hire;
• comparing the complete pre-hire information to the post-hire information;
• responsive to the comparing, selecting a sub-set of the complete pre-hire information items, the sub-set being selected for a high correlation to the post-hire information;
• generating from the pre-hire information and the post-hire information a computerized predictive model operable to generate an applicant suitability indication based on newly input pre-hire information electronically collected from a new applicant,
• the suitability indication indicating whether the new applicant would be suitable for employment and the newly input pre-hire information being limited to the new applicant's responses to the selected subset of the complete pre-hire information items.

An electronic prediction system for assessing the suitability of job applicants for an employer, the electronic prediction system comprising:

• a plurality of applicant terminals connected to the Internet;
• an applicant screening server connected through the Internet to the applicant terminals, the applicant screening server having a testing computer program and storing test meta-data;
• an employer website configured to present questions to the applicants at the applicant terminals and to receive applicant responses entered at the applicant terminals in response to presentation of the questions, the questions having been validated by correlating job duty performance ratings of a plurality of hired workers with previous responses given by the workers to the questions;
• a scoring system for automatically scoring the applicant responses, the scoring system being validated to predict both performance and turnover potential;
• a scoring database connected to the applicant screening server;
• an applicant input system located on the employer's premises and configured electronically to receive input from an applicant at the employer's premises after the candidate has come to the employer's premises and logged on;
• and
• a viewing system for permitting the employer to view applicant results from the electronic prediction system and the applicant's rank order.

A method of constructing a computer model generating one or more job performance criteria predictors based on input pre-hire information, the method comprising:

• from a plurality of applicants, collecting pre-hire information from the applicants;
• collecting post-hire information for the applicants based on job performance of the applicants after hire;
• and
• responsive to the pre-hire information and the post-hire information, forming a computer model operable to generate a plurality of job performance criteria predictors based on input pre-hire information electronically collected from new applicants.

A method of deciding whether a new job applicant would be suitable for employment, the method comprising:

• collecting complete pre-hire information from a plurality of original applicants in response to a complete set of pre-hire information items;
• hiring the original applicants;
• collecting post-hire information for the original applicants based on job performance of the original applicants after hire;
• comparing the complete pre-hire information to the post-hire information;
• responsive to the comparing, selecting a sub-set of the complete pre-hire information items, the sub-set being selected for a correlation to the post-hire information;
• preparing from the pre-hire information and the post-hire information a computerized predictive model operable to generate automatically an applicant suitability indication based on newly input pre-hire information electronically collected from a new applicant,
• the suitability indication indicating whether the new applicant would be suitable for employment and the newly input pre-hire information being limited to the new applicant's responses to the selected subset of the complete pre-hire information items.