Automated Candidate Selection System Using Psychometric and Social Network Data

Resolve Bottlenecks,
Find Innovative SolutionsGenerate Solutions

Solution Overview

Problem

Current psychometric testing methods for candidate selection are inefficient due to manual evaluation of results, lack of correlation with actual performance, and test scores not tailored to specific organizational roles, leading to suboptimal hiring decisions.

Innovation Solution

A system and method utilizing a processor and database to generate an ideal candidate profile based on performance data, comparing candidate profiles to the ideal profile using psychometric and social network data, and providing a suitability rating for roles, which includes tracking performance to refine the model.

Engineering Contradictions & Design Principles

VSEngineering Contradiction Analysis

1Measurement precision

If manual examination of psychometric test results is used, then evaluation can be performed, but time consumption and labor requirements increase

Engineering Contradiction:

Improveevaluation accuracyVSAvoidtime consumption

Core Design Contradiction:

Measurement precisionVSLoss of time

Solution Approach 1:

The patent replaces the manual mechanical examination process with an automated computer-based system that uses algorithms to analyze psychometric test results, compare them against ideal candidate profiles, and generate suitability ratings automatically, eliminating time-consuming manual review while maintaining evaluation accuracy

Inventive Principle:

Principle #28Mechanics substitution (Replace mechanical system)

Solution Approach 2:

The system enables self-service evaluation where the computer automatically performs the entire assessment process including retrieving test results, comparing them to established profiles, and generating recommendations without requiring manual intervention, thereby reducing both time consumption and labor requirements

Inventive Principle:

Principle #25Self-service

2Reliability

If psychometric test scores are based on academic research, then theoretical foundation is provided, but relevance to specific organizational roles decreases

Engineering Contradiction:

Improvetheoretical foundationVSAvoidrole-specific relevance

Core Design Contradiction:

ReliabilityVSAdaptability or versatility

Solution Approach 1:

The patent applies local quality by creating customized ideal candidate profiles for each specific organizational role rather than using a single generic academic framework. Each profile contains role-specific characteristics, skills, and competencies that are locally optimized for that particular position while still being grounded in psychometric theory

Inventive Principle:

Principle #3Local quality

Solution Approach 2:

The system changes the parameters of psychometric evaluation by adjusting the weightings, criteria, and focus areas of test interpretation to match specific organizational needs and role requirements, transforming general academic research into role-specific assessment parameters that maintain theoretical validity while improving practical relevance

Inventive Principle:

Principle #35Parameter changes

3Ease of operation

If psychometric testing is used for candidate evaluation, then candidate assessment is performed, but correlation with actual performance is lacking

Engineering Contradiction:

Improveevaluation processVSAvoidperformance correlation

Core Design Contradiction:

Ease of operationVSMeasurement precision

Solution Approach 1:

The patent implements feedback mechanisms where the system continuously refines ideal candidate profiles based on actual performance data from current employees. By comparing psychometric test results with observed performance outcomes and adjusting the evaluation criteria accordingly, the system strengthens the correlation between test scores and actual job performance over time

Inventive Principle:

Principle #23Feedback

Solution Approach 2:

The system performs preliminary action by establishing validated ideal candidate profiles before evaluating new candidates. These profiles are pre-configured with role-specific criteria and performance benchmarks, allowing the system to make more accurate predictions about candidate success potential before hiring decisions are made

Inventive Principle:

Principle #10Preliminary action

4Measurement precision

If manual comparison to current employees is performed, then benchmarking is achieved, but process complexity and time requirements increase

Engineering Contradiction:

Improvebenchmarking accuracyVSAvoidprocess complexity

Core Design Contradiction:

Measurement precisionVSDevice complexity

Solution Approach 1:

The patent replaces manual comparison processes with automated computer-based analysis that systematically retrieves performance data from organizational databases, compares candidate profiles against current employee benchmarks, and generates quantitative suitability ratings, maintaining benchmarking accuracy while eliminating process complexity

Inventive Principle:

Principle #28Mechanics substitution (Replace mechanical system)

Data Source

PatentUS10255585B2System and method for determining candidates for a role in an organization

Publication Date: 2019.04.09 O5 SYST INC

AI summary

A system, method and computer program product for determining suitability of a candidate for a role in an organization. According to an embodiment, the system is configured to generate an ideal candidate profile for the selected role based on performance data, psychometric test results and/or social network or profile data of one or more employees or individuals in an organization. The system is configured to generate a profile for the candidate in the selected role based on psychometric test results and/or social network data. The system compares the profile of the candidate to the ideal candidate profile and the basis of the comparison generates a suitability rating or factor for the candidate in the selected role.