Trac Score Calculation System for Employment Behavior Prediction
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Solution Overview
Problem
Current hiring practices rely on subjective criteria, such as self-reported information on resumes, which often contain inaccurate or positive information, making it difficult for employers to assess a candidate's future employment behavior effectively, especially regarding traits like reliability and diligence that are not directly related to job skills.
Innovation Solution
A method and system, known as the Trac score calculation system, that determines a numerical score representing an individual's future employment behavior by combining ratings from multiple jobs with public and private external records, using a credibility engine to weight and aggregate ratings from various sources, including user feedback and external factors like criminal history and certifications.
Engineering Contradictions & Design Principles
Engineering Contradiction Analysis
1Productivity
If employers use self-reported information from resumes to assess candidates, then the hiring process is simple and quick, but the information is often inaccurate or overly positive, reducing assessment reliability
Solution Approach 1:
The patent combines multiple data sources including self-reported resume information, external public records, and ratings from multiple users to create a comprehensive Trac score. This merging of diverse information sources compensates for the limitations of any single source, particularly the overly positive nature of self-reported resumes, while maintaining hiring process efficiency through automated aggregation.
Solution Approach 2:
The patent introduces an intermediary credibility process engine that objectively evaluates and weights information from various sources. This intermediary system processes and validates the accuracy of self-reported information by comparing it against external records and multiple user ratings, thereby improving assessment reliability without significantly increasing hiring complexity.
2Reliability
If employers gather comprehensive information from multiple sources to assess candidate behavior, then assessment accuracy improves, but system complexity increases
Solution Approach 1:
The patent creates a universal Trac score system that serves multiple functions: it aggregates data from diverse sources, predicts employment behavior across different job types, and provides a standardized metric for employer comparison. This multi-functional approach consolidates complex information gathering into a single versatile assessment tool, reducing the need for separate evaluation systems for different purposes.
Solution Approach 2:
The patent transforms complex qualitative behavioral information into a standardized numerical Trac score parameter. By converting diverse data from multiple sources into a unified numerical metric with associated credibility weights, the system simplifies the complexity of comprehensive information aggregation while maintaining high prediction accuracy for employment behavior.
3Ease of operation
If employers focus only on job-related skills when hiring, then hiring decisions are straightforward, but non-job-related behaviors like reliability and diligence are not adequately assessed
Solution Approach 1:
The patent segments the overall hiring assessment into distinct components: job-related skill evaluation and non-job-related behavioral evaluation (Trac score). This segmentation allows employers to independently assess both dimensions, maintaining simplicity in skill evaluation while separately capturing behavioral information through multiple user ratings and external records that would otherwise be lost.
Solution Approach 2:
The patent adds another dimension to traditional hiring assessment by incorporating the Trac score that evaluates non-job-related behaviors such as reliability, diligence, and interpersonal interactions. This dimensional addition complements the traditional skill-based assessment without replacing it, enabling employers to consider both job-related competencies and behavioral traits in a comprehensive yet straightforward hiring decision framework.
Data Source
AI summary
A method of determining a Trac score representing an individual's future employment behavior using past and present employment behavior that are unrelated to skills and job match within a job and across multiple jobs of an individual when combined with public and available external records. A method employing a Trac score calculation system comprises at least one processor to execute computer program instructions for obtaining one or more ratings from one or more users through one or more user devices connected to the Trac score calculation system that assigns the credibility to the ratings. A combination of the Trac sub-score obtained by accumulating the ratings weighted by estimated credibility of each rating, and Adjustment sub-score obtained by processing available external records in public and private forms, creates a Trac score which is a numerical and reflects an aggregation of available data weighted by what is believed to affect the employment behavior.