Candidate Tracking Database for Employee Retention
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Solution Overview
Problem
Current hiring methods do not allow employers to maintain relationships with prospective or former employees beyond the hiring process, nor do they track the ongoing skills and work experiences of candidates, making it difficult for employers to rehire suitable candidates when their needs change or when former employees acquire new skills.
Innovation Solution
A method utilizing computer databases and personal contact via human capital managers to create and maintain a database of selected candidates, including video interviews and regular updates, allowing employers to track and rehire candidates over time.
Engineering Contradictions & Design Principles
Engineering Contradiction Analysis
1Reliability
If an employer conducts its own employee search and collects résumés of prospective employees, then the employer can evaluate candidates through interviews and hiring processes, but the employer cannot maintain relationships with prospective employees who do not currently meet hiring criteria nor track their future skill development
Solution Approach 1:
The system performs preliminary actions by collecting and storing candidate information (résumés, interview notes, skills assessments) during the hiring process, even when candidates are not immediately hired. This creates a ready-to-use database that enables rapid rehiring when candidates later meet employment criteria, eliminating the need to start the recruitment process from scratch.
Solution Approach 2:
The employer database serves multiple functions: it stores information for current employees, rejected candidates, and former employees. The same system tracks skill development, maintains contact information, and supports both immediate hiring needs and future rehiring opportunities, making the information management system universally applicable across different employment scenarios.
2Productivity
If an employer hires employees through external recruiters or temporary agencies, then the hiring process can be outsourced, but the employer cannot formally track the employment history and skill acquisition of prospective employees over time
Solution Approach 1:
The system implements feedback mechanisms where candidates update their own information about skill acquisition, work experience, and employment status. This self-updating capability ensures the database remains current without requiring constant manual intervention from employers or recruiters, maintaining high productivity while preserving accurate information.
Solution Approach 2:
The database acts as an intermediary between employers, recruiters, and candidates. It centralizes information that would otherwise be scattered across multiple parties, allowing all stakeholders to access and update relevant data. This intermediary system preserves candidate information while maintaining the efficiency benefits of using external recruiters.
3Adaptability or versatility
If an employee leaves an employer voluntarily or involuntarily, then the employee can explore other career opportunities, but the former employer cannot track the employee's subsequent employment or skill acquisition
Solution Approach 1:
The system performs preliminary actions by maintaining continuous tracking of former employees' employment history and skill development in the database. When former employees update their information or when employers query the database, the pre-stored information is immediately available, eliminating the time required to重新 evaluate or重新 contact former employees.
Solution Approach 2:
The database maintains continuous tracking of candidate and former employee information over time, rather than discontinuing contact when employment relationships end. This continuous action ensures that skill development, work experience, and contact information are always current, enabling rapid rehiring decisions when appropriate opportunities arise.
Data Source
AI summary
A method is provided for tracking prescreened candidates by a tracking employer. A database is created of prescreened candidates having been previously selected by the tracking employer as candidates the employer wishes to track. The candidates are selected from the group consisting of prospective employees and former employees. The database comprising data regarding the candidates, to which the tracking employer can access. The data of the candidates in the database is updated, over time, e.g. at regular intervals, preferably via personal human contact with the candidate, thereby keeping the data of the candidate current. The tracking employer can monitor the candidates over time, allowing the employer to track prospective employees or former employees to thereby permit the tracking employer to hire the prospective employee or re-hire the former employee. The method establishes and maintains a long term, personal relationship between the tracking employer and the candidate, allowing the tracking employer to hire or re-hire the candidate under the most favorable circumstances since the candidate views the tracking employer as an ally in his or her career.