Behavioral Profile Matching for Hiring Quality
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Solution Overview
Problem
Current hiring processes are inefficient and costly due to high turnover rates and the challenge of identifying excellent performers, as they rely heavily on candidate résumés and focus on quantity over quality, leading to wasted time and resources on unsuitable candidates.
Innovation Solution
A method and system that utilize surveys to create performance-based profiles for incumbents and candidates, comparing candidate profiles to ideal profiles to determine suitability for positions, and tracking sourcing effectiveness to identify the best candidate sources.
Engineering Contradictions & Design Principles
Engineering Contradiction Analysis
1Quantity of substance
If traditional hiring processes rely on candidate résumés and focus on quantity of applicants, then the hiring volume increases, but the quality of hires decreases leading to high turnover and poor performance
Solution Approach 1:
The system performs preliminary actions by surveying incumbents before hiring to establish ideal profiles and behavioral benchmarks. This advance preparation enables better candidate evaluation before the actual hiring decision, ensuring quality hires while maintaining efficient processing of large applicant volumes
Solution Approach 2:
The patent introduces an intermediary assessment system that includes surveys, behavioral profiles, and performance indicators. This intermediary layer between traditional résumé review and hiring decisions enables objective evaluation of candidate quality, filtering out unsuitable applicants while identifying excellent performers
2Measurement precision
If the hiring process includes extensive interviews and assessments for each candidate, then the quality of evaluation improves, but the time and cost of hiring increases substantially
Solution Approach 1:
The hiring process is segmented into distinct phases: incumbent survey phase, profile development phase, candidate survey phase, and decision phase. This segmentation allows comprehensive evaluation to be distributed across multiple stages rather than concentrated in lengthy interviews, improving accuracy while managing time efficiently
Solution Approach 2:
The system incorporates feedback mechanisms where incumbent survey results inform the development of ideal profiles, which then guide candidate evaluation. This feedback loop enables continuous improvement of hiring criteria and reduces the need for extensive reassessment of each candidate
3Quantity of substance
If organizations use multiple sourcing channels to increase candidate pool, then the quantity of candidates increases, but the effectiveness of identifying quality candidates decreases
Solution Approach 1:
The patent changes the evaluation parameters by using standardized surveys and behavioral indicators across all sourcing channels. This standardization allows consistent assessment of candidate quality regardless of source, enabling organizations to evaluate effectiveness of different channels based on quality metrics rather than just quantity
Data Source
AI summary
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.