Candidate Screening Batches with Sliding Window

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Solution Overview

Problem

Organizations face challenges in hiring candidates due to high attrition rates and a shortage of qualified talent, where delaying hiring decisions risks losing candidates while immediate hiring may miss better skilled candidates in the future.

Innovation Solution

A method and system that groups candidates into batches based on time duration and chronology of application, using a sliding window to identify top candidates from previous batches for selection, ensuring neither decisions are delayed indefinitely nor taken immediately.

Engineering Contradictions & Design Principles

VSEngineering Contradiction Analysis

1Productivity

If the hiring manager delays the decision of hiring a candidate for a job opening, then the organization can screen through more candidates for the job opening, but the organization risks losing out the candidate

Engineering Contradiction:

Improvecandidate screening throughputVSAvoidcandidate retention

Core Design Contradiction:

ProductivityVSReliability

Solution Approach 1:

The system performs preliminary actions by notifying candidates of their batch selection status in advance before final hiring decisions are made. This allows candidates to be kept engaged and informed while the organization completes its screening process, preventing candidate loss during the evaluation period.

Inventive Principle:

Principle #10Preliminary action

Solution Approach 2:

The system implements feedback mechanisms by providing candidates with updates on their application status, batch selection outcomes, and next steps in the hiring process. This continuous communication maintains candidate engagement and reduces attrition while allowing the organization to proceed with systematic batch screening.

Inventive Principle:

Principle #23Feedback

2Reliability

If the hiring manager decides to hire a candidate for a job opening immediately, then the organization avoids losing the candidate, but the organization may risk missing better skilled candidates who may be sourced for the job opening by the organization in future

Engineering Contradiction:

Improvecandidate retentionVSAvoidcandidate screening throughput

Core Design Contradiction:

ReliabilityVSProductivity

Solution Approach 1:

The system segments the candidate evaluation process into distinct batches, allowing simultaneous processing of multiple candidate groups. This segmentation enables the organization to make timely hiring decisions for qualified candidates while continuing to screen additional batches, thus not missing potentially better candidates in future batches.

Inventive Principle:

Principle #1Segmentation

Solution Approach 2:

The system dynamically adjusts the hiring process by allowing flexible batch formation and evaluation timelines. Organizations can move quickly to hire from early batches when quality candidates are identified, while maintaining the capability to continue screening subsequent batches, thus adapting to both immediate hiring needs and ongoing talent acquisition.

Inventive Principle:

Principle #15Dynamics

3Measurement precision

If the organization screens through more candidates by delaying hiring decisions, then better skilled candidates may be identified, but the hiring process takes longer and candidates may be lost

Engineering Contradiction:

Improvecandidate quality assessmentVSAvoidhiring process duration

Core Design Contradiction:

Measurement precisionVSLoss of time

Solution Approach 1:

The system implements periodic batch processing where candidates are evaluated in structured time intervals rather than continuously. This periodic approach allows the organization to systematically assess candidate quality across multiple batches while maintaining efficient timelines, balancing thorough evaluation with process speed.

Inventive Principle:

Principle #19Periodic action

4Loss of time

If immediate hiring decisions are made, then the hiring process is completed quickly, but the organization may miss better skilled candidates from future batches

Engineering Contradiction:

Improvehiring process durationVSAvoidcandidate quality assessment

Core Design Contradiction:

Loss of timeVSMeasurement precision

Solution Approach 1:

The system performs preliminary batch formation and initial candidate identification in advance, allowing quick hiring decisions to be made for qualified candidates while the systematic batch screening process continues in the background. This preliminary action enables speed without sacrificing the opportunity to identify better candidates in subsequent batches.

Inventive Principle:

Principle #10Preliminary action

Data Source

PatentUS10592830B2Method and system for managing one or more human resource functions in an organization

Publication Date: 2020.03.17 CONDUENT BUSINESS SERVICES LLC

AI summary

According to embodiments illustrated herein, a method and a system is provided for screening candidates for job opportunities. The method includes grouping the candidates into batches based on predetermined time duration, a count of the candidates, and a chronology of receiving job applications from the candidates. Each batch comprises a first set of candidates. Thereafter, a sliding window is moved over the batches, to encompass a set of batches at a first time instance. A second set of candidates is identified from the first set of candidates in a batch from the set of batches based on a score assigned to each of the first set of candidates during an interview. Further, a candidate is selected from the second set of candidates obtained from a first batch, encompassed by the sliding window at a second time instance before the first time instance.