Behavioral Profiles in Sourcing and Recruiting as Part of a Hiring Process

Abstract

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 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 for the position 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.

What is claimed is: 
     
         1 . A computer-implemented method of selecting potential hires for progression through a hiring process, comprising:
 selecting at least one performance indicator for a position;   obtaining the at least one performance indicator for a plurality of incumbents in the position;   surveying a group of the plurality of incumbents, the group of the plurality of incumbents including both high performers and low performers relative to the at least one performance indicator;   generating, by a processor, an optimal profile for the position based upon the incumbent survey and the at least one performance indicator of at least some of the group of the plurality of incumbents in the position, wherein the at least some of the group of the plurality of incumbents in the position includes both high performers and low performers relative to the at least one performance indicator;   generating, by a processor, a candidate profile of a potential hire based on a survey administered to the potential hire;   comparing, by a processor, the candidate profile of the potential hire with one or more optimal profiles for one or more positions including at least the optimal profile for the position 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.   
     
     
         2 . The computer-implemented method of  claim 1 , wherein the at least one performance indicator is selected from a group consisting of sales numbers, call center numbers, management numbers, individual contribution numbers, customer service numbers, and training numbers. 
     
     
         3 . The computer-implemented method of  claim 1 , wherein the at least one performance indicator is a direct performance indicator or an indirect performance indicator. 
     
     
         4 . The computer-implemented method of  claim 1 , wherein the group of the plurality of incumbents surveyed also includes incumbents in a mid-range of the performance continuum. 
     
     
         5 . The computer-implemented method of  claim 1 , wherein the survey used for the group of the plurality of incumbents in the first position and the survey used for the potential hire are the same survey. 
     
     
         6 . The computer-implemented method of  claim 1 , wherein the result is selected from a group consisting of an overall rating value, a fit index, a recommendation statement, and a rating symbol. 
     
     
         7 . The computer-implemented method of  claim 1 , wherein the potential hire is selected to at least one of progress to an interview and progress to a job offer. 
     
     
         8 . The computer-implemented method of  claim 1 , further comprising placing the group of the plurality of incumbents in the position on a performance continuum according to their performance indicator. 
     
     
         9 . The computer-implemented method of  claim 1 , wherein the group of the plurality of incumbents in the position comprises all of the plurality of incumbents. 
     
     
         10 . A computer-implemented system for selecting potential hires for progression through a hiring process, comprising:
 a non-transitory computer readable medium comprising a set of instructions executable by a processor, the set of instructions executable to configure the processor to:
 receive a survey completed by a potential hire for a position and a group of a plurality of incumbents in the position, the group of the plurality of incumbents including both high performers and low performers relative to an identified performance indicator; 
 generate a candidate profile of the potential hire generated by analyzing the survey completed by the potential hire; 
 generate an optimal profile for the position by analyzing the surveys completed by at least some of the group of the plurality of incumbents, wherein the at least some of the group of the plurality of incumbents includes both high performers and low performers relative to the identified performance indicator; and 
 generate a result for the potential hire by comparing the candidate profile of the potential hire with one or more optimal profiles for one or more positions including at least the optimal profile for the position; 
 wherein a determination of whether to progress the potential hire is made based upon the result. 
   
     
     
         11 . The computer-implemented system of  claim 10 , wherein the performance indicator is selected from a group consisting of sales numbers, call center numbers, management numbers, individual contribution numbers, customer service numbers, and training numbers. 
     
     
         12 . The computer-implemented system of  claim 10 , wherein the performance indicator is a direct performance indicator or an indirect performance indicator. 
     
     
         13 . The computer-implemented system of  claim 10 , wherein the group of the plurality of incumbents surveyed also includes incumbents in a mid-range of the performance continuum. 
     
     
         14 . The computer-implemented system of  claim 10 , wherein the survey used for the group of the plurality of incumbents and the survey used for the potential hire are the same survey. 
     
     
         15 . The computer-implemented system of  claim 10 , wherein the result is selected from a group consisting of an overall rating value, a fit index, a recommendation statement, and a rating symbol. 
     
     
         16 . The computer-implemented system of  claim 10 , wherein the potential hire is selected to at least one of progress to an interview and progress to a job offer. 
     
     
         17 . A computer-implemented method of selecting potential hires for progression through a hiring process, comprising:
 selecting at least one performance indicator for a first position;   obtaining the at least one performance indicator for a plurality of incumbents in the first position;   surveying a group of the plurality of incumbents in the first position, the group of the plurality of incumbents in the first position including both high performers and low performers relative to the at least one performance indicator for the first position;   generating, by a processor, an optimal profile for the first position based upon the incumbent survey for the first position and the at least one performance indicator of at least some of the group of the plurality of incumbents in the first position, wherein the at least some of the group of the plurality of incumbents in the first position includes both high performers and low performers relative to the at least one performance indicator for the first position;   selecting at least one performance indicator for a second position;   obtaining the at least one performance indicator for a plurality of incumbents in the second position;   surveying a group of the plurality of incumbents in the second position, the group of the plurality of incumbents in the second position including both high performers and low performers relative to the at least one performance indicator for the second position;   generating, by a processor, an optimal profile for the second position based upon the incumbent survey for the second position and the at least one performance indicator of at least some of the group of the plurality of incumbents in the second position, wherein the at least some of the group of the plurality of incumbents in the second position includes both high performers and low performers relative to the at least one performance indicator for the second position;   generating, by a processor, a candidate profile of a potential hire based on a survey administered to the potential hire;   comparing, by a processor, the candidate profile of the potential hire with the optimal profiles for the first and second positions 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.   
     
     
         18 . The computer-implemented method of  claim 17 , wherein at least one of the plurality of incumbents surveyed in the first position or the plurality of incumbents surveyed in the second position also includes incumbents in a mid-range of the performance continuum. 
     
     
         19 . The computer-implemented method of  claim 17 , wherein the survey used for the group of the plurality of incumbents in the first and second positions and the survey used for the potential hire are the same survey. 
     
     
         20 . The computer-implemented method of  claim 17 , wherein at least one of the group of the plurality of incumbents in the first position or the group of the plurality of incumbents in the second position comprises all of the plurality of incumbents.