Psychd's Patent Pending Invention helps companies find critical to success factors

Field of the Invention

Embodiments of the present invention relate to performance assessment of workforce in an organization and more particularly to a method and a system for assessment of candidates for a job profile. 5

Background of the Invention

Every organization has in its workforce a set of employees in a given job role. A job role entails similar responsibilities and similar criteria for performance. Of this given employees from a single job role, performance of employees varies. The typical case being the 10-30% of the people are 10 high performers while remaining 70-90% vary on performance from average to low.
Conventional methods for assessment of candidates for a job profile include a psychometric test sent to all of the potential new recruits. 15 However, there is no clear demarcation or clear prediction factor for the guessing potential performance of candidates for a job upon joining the organization.
A major problem for psychometric tests and other behavioural 20 assessments is that at the end of the day recruiters get a detailed report with a certain number of traits and a value corresponding to each of the certain number of traits. While the interpretation of the certain number of traits and the corresponding values is left to the recruiters. This results in unnecessary and unproductive consumption of time and some bad hires 25 before a suitable combination that works best for a particular organisation and a job profile could be discovered.
Therefore there is a need in the art of a method and a system for assessment of the candidates for the job profile, which do not suffer from 30 above mentioned discrepancies and aims at increasing the percentage of performers in a company.

Object of the Invention

According to one aspect of the present invention, a method for assessment of candidates for a job profile is provided. 5 According to another aspect of the present invention, a system for assessment of candidates for a job profile is provided.

Summary Of The Invention

Embodiments of the present invention aim to provide a method and a system for assessment of candidates for a job profile. In accordance with an embodiment of the present invention, there is provided a method for assessment of candidates for a job profile comprising 15 the steps of providing a questionnaire to a plurality of high performing employees, at a plurality of respective employee devices, the questionnaire corresponding to a predetermined number of personality traits, aptitude traits and people metrics such as years of experience and marital status (the personality traits, aptitude traits and the people metrics are referred to 20 as parameters for the purpose of description of examples below), receiving a plurality of employee responses corresponding to the questionnaire, at a server, from the plurality of employee devices, filtering out a plurality of significant parameters from the predetermined number of parameters as a function of the plurality of employee responses, at the server, providing a 25 revised questionnaire to a candidate, from the server, at a candidate device, the revised questionnaire corresponding to the plurality of significant parameters, receiving a plurality of candidate responses in response to the revised questionnaire, from the candidate device, at the server and generating a predictive performance index corresponding to the candidate 30 from the plurality of candidate responses, at the server.
In accordance with an embodiment of the present invention, there is provided a system for assessment of candidates for a job profile comprising an interface module and an indexing module. Further, the interface module 5 is configured to provide a questionnaire to a plurality of high performing employees, at a plurality of respective employee devices, the questionnaire corresponding to a predetermined number of personality traits, aptitude traits and people metrics, receive a plurality of employee responses corresponding to the questionnaire, at a server, from the plurality of 10 employee devices, provide a revised questionnaire to a candidate, from the server, at a candidate device, the revised questionnaire corresponding to a plurality of significant personality traits, aptitudes and people metrics and receive a plurality of candidate responses in response to the revised questionnaire, from the candidate device, at the server. Further, the 15 indexing module is configured to filter out the plurality of significant personality traits, aptitudes and people metrics from the predetermined number of personality traits, aptitudes and people metrics as a function of the plurality of employee responses, at the server and generate a predictive performance index, corresponding to the candidate, from the plurality of 20 candidate responses, at the server.
The predictive performance index is more focussed and enables better decisions making when selecting candidates.


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