Patent Document

CROSS REFERENCE TO RELATED APPLICATIONS 
       [0001]    This application claims priority to U.S. provisional patent application No. 60/492,457, filed Aug. 4, 2003, which is incorporated herein by reference. 
     
    
     FIELD OF THE INVENTION 
       [0002]    This invention relates to human resource management system, and more particularly to a system for collecting and analyzing information from references identified by job candidates. 
       BACKGROUND OF THE INVENTION 
       [0003]    It has been estimated that errors in hiring cost companies more than 50 billion dollars per year in lost revenue, decreased productivity, squandered training expenses, legal liabilities, high turnover and other undesirable consequences. The result, in spite of the dramatic increase in the use of background checks and psychological profiles by many organizations, and the universality of selection interviews, is that annual turnover in U.S. companies of over 5,000 employees continues to be 25%. According to experts in the field, nearly 80% of turnover is caused by poor selection decisions. 
         [0004]    Therefore, background checks have become even more important than in the past. One part of the background check, and more generally the hiring process, is the gathering of information from references, that is those individuals identified by a job candidate as being knowledgeable about the candidate&#39;s character and qualifications. 
         [0005]    Unfortunately, traditional reference checking methods such as telephone interviews are very costly and time-consuming, require extensive training for interviewers and generally do not yield useful information due to lack of precision, lack of confidentiality and possible errors of filtering, amplification and interpretations by the intermediaries. Most important, perhaps, is the fact that in today&#39;s litigious society, business and professional reference givers are usually unwilling to provide more than basic information such as employment dates and positions held. Such information has little value in helping companies make effective hiring decisions. 
         [0006]    Another problem with the conventional reference checking is that it&#39;s done very late in the hiring process, which is typically done after the candidate is hired. Ideally, it should be done during the screening and selection process. Moreover, the conventional background checking provides no guidance for the hiring manager to further explore areas of weakness in the candidate during the hiring process. 
         [0007]    Therefore, it would be desirable to provide a more effective and inexpensive system and method for collecting and evaluating information provided by reference providers for job candidates. It would be also desirable to provide such a system that is substantially automated and that is used early in the hiring process. 
       SUMMARY OF THE DISCLOSURE 
       [0008]    A system for collecting and analyzing survey data from reference providers identified by a job candidate for use by an employer is provided. The system includes a candidate database that stores survey data which are provided by the reference providers. A collection module running in the system sends an electronic communication to the reference providers requesting them to complete the survey questions and electronically receives the survey data. The electronic communication preferably contains a URL link that takes the reference provider to a dynamically generated webpage through which the survey data are entered. 
         [0009]    An analysis module running in the system combines the received survey data from the reference providers and generates a candidate report. In one aspect, the candidate report is a confidential report which excludes identification of any ratings or comments by any reference providers. In another aspect, the system also generates customized interview probe questions for use during job interviews and coaching tactics for use after the hiring, based on the weak areas that have been identified from the completed surveys in order to assist the hiring manager to bring the new hires up to speed quickly and effectively. 
         [0010]    The human resource system provides substantially automated collection and analysis which is inexpensive and yet accurate and useful. 
     
    
     
       BRIEF DESCRIPTION OF THE DRAWINGS 
         [0011]      FIG. 1  is a block diagram of a job candidate evaluation system according to the present invention. 
           [0012]      FIG. 2  is a simplified process flow of a candidate evaluation process according to the present invention. 
           [0013]      FIG. 3  illustrates a detailed process flow of a purchase and set-up step of  FIG. 2 . 
           [0014]      FIG. 4  illustrates a detailed process flow of a candidate and reference identification step of  FIG. 2 . 
           [0015]      FIG. 5  illustrates a detailed process flow of a collection step of  FIG. 2 . 
           [0016]      FIG. 6  illustrates a detailed process flow of an analysis step of  FIG. 2 . 
           [0017]      FIG. 7  illustrates a detailed process flow of a continuous update step of  FIG. 2 . 
           [0018]      FIGS. 8A and 8B  illustrate a sample survey form. 
           [0019]      FIG. 9  is a sample email sent to a job candidate. 
           [0020]      FIG. 10  is a sample email sent to each reference identified by the job candidate. 
           [0021]      FIGS. 11A-11D  illustrate a sample candidate report for use by a hiring manager. 
           [0022]      FIGS. 12A-12B  illustrate a sample set of interview questions for use by the hiring manager in a subsequent interview with the job candidate. 
           [0023]      FIGS. 13-13C  illustrate a sample set of coaching tactics for use by the hiring manager after the job candidate is hired. 
           [0024]      FIG. 14  illustrates a group report which ranks multiple job candidates. 
           [0025]      FIGS. 15A and 15B  illustrate a sample vendor report that evaluates vendors supplying goods and services to a company. 
           [0026]      FIG. 16  illustrates a sample report that shows the correlation between survey questions/competencies and performance of hired candidates. 
       
    
    
     DETAILED DESCRIPTION OF THE INVENTION 
       [0027]    As an overview, the present invention uses a computer network such as the Internet and the resources of the network including emails and webpages to set up initial survey questions, send out emails to references identified by job candidates, collect confidential competency-based survey information via webpages from the identified references, analyze the collected information and generate candidate reports for use by a hiring manager. The system has integrated the screening and selection process with a competency based survey database that allows the comparative review of reference information against one or more candidates, the company&#39;s own employees, the industry or other normalized database by job type, organization or company competency. 
         [0028]    Referring now to  FIG. 1 , a job candidate evaluation system  1  of the present invention involves a number of computers  10 ,  15  that are connected to each other through a computer network such as the Internet. The computers  10 ,  15  of the system  1  cooperate with each other to provide comprehensive collection and analysis of reference information that are made through the network  2 . Computers  15  are similar to the computer  10 , with the exception of some of the databases and software modules. 
         [0029]    As illustrated in  FIG. 1 , the computer  10  is connected to the Internet  2  through, for example, an I/O interface  12 , such as for a LAN, WAN, or fiber optic, wireless or cable link, which receives information from and sends information to other computers  15 . The computer  10  is also connected to a keyboard  14  for controlling the computer. 
         [0030]    The computer  10  includes, for example, memory storage  16 , processor (CPU)  18 , program storage  20 , and data storage  22 , all commonly connected to each other through a bus  24 . The program storage  20  stores, among others, software programs such as set-up module  26 , collection module  28 , and analysis module  30  as will be explained in detail later herein. The data storage  22  stores, among others, candidate database  34 , benchmark database  36  and survey database  318 , all preferably stored in a relational database that relates all of the databases stored in the data storage. Any of the software program modules in the program storage  20  and data from the data storage  22  are transferred to the memory  32  as needed and is executed by the processor  18 . 
         [0031]    The computer  10  can be any computer such as a WINDOWS-based or UNIX-based personal computer, server, workstation or a mainframe, or a combination thereof. While the computer  10  is illustrated as a single computer unit for purposes of clarity, persons of ordinary skill in the art will appreciate that the system may comprise a group of computers which can be scaled depending on the processing load and database size and which can be remotely located to provide localized non-stop service. 
         [0032]      FIG. 2  illustrates a high level process flow of the evaluation process according to the present invention. In step  42 , a client company sets up an order for a job candidate or multiple candidates, and prepares one or more surveys for use in the hiring process as will be explained in detail with reference to  FIG. 3 . This step is executed by the set-up module  26 . In the same step, the order for the job candidates is done by purchasing a certain number of candidate reports and specifying the purchase information. Purchase of one report provides unlimited generation of reports for each job candidate until the time of hire or rejection. 
         [0033]    In step  44 , the hiring manager identifies a job candidate and receives information about the references or reference providers that are identified by the job candidate, which include an email address for each reference as will be explained in more detail with reference to  FIG. 4 . A reference provider should be someone who has worked extensively with the job candidate in the past which include customers, supervisors, and peers. Step  44  is executed by the collection module  28 . 
         [0034]    In step  46 , which is also executed by the collection module  28 , the system  1  sends emails to all of the references that were identified by the job candidate. The email requests each reference to fill out the survey prepared by the hiring manager. The survey information is then collected from the identified references through web pages and stored in the survey database  38 . Step  46  is more fully explained with reference to  FIG. 5 . 
         [0035]    In step  48 , executed by the analysis module  30 , the system  1  analyzes the collected information and generates a report that includes the overall assessment of the candidate&#39;s competency in each of the several competency areas and includes any comments supplied by the references. Competency is a well known concept that represents a particular characteristic of an individual or organization performing a task, function or project at a particular point in time that leads to successful performance. The report can be a final report with all surveys completed by the references, or it can be a real time interim report with analysis of partially completed survey information which can be requested by the hiring manager at any time. Based on the analysis, the system  1  also generates “interview probes” for those areas where the candidate did not score as highly as others, a sample of which is shown in  FIGS. 12A-12B . The probes guide an interviewer to obtain more information about the candidate&#39;s level of accomplishments or experience with regard to specific lower scoring competencies. The report may also include coaching tactics to manage and develop the candidate assuming the candidate is hired, a sample of which is shown in  FIGS. 13A-13C . Like the interview probes, the coaching tactics are also based on analysis of those areas where the candidate did not score as highly as others. The coaching tactics are suggested “micro-behaviors” that the hiring manager can use to help the candidate to develop his strengths in lower-scoring competencies. Step  48  is more fully explained with reference to  FIG. 6 . 
         [0036]    In step  50 , the system  1  continuously monitors the job candidates after the hiring process. The system tracks the progress of the hired candidates and collects additional data such as performance levels of the hired candidates. The additional data for all the candidates are then analyzed to generate additional reports containing the correlation between various competencies and high retention/performance. The reports are preferably graphical in nature and graphically illustrate the competencies that are most closely correlated with the high retention/performance of the candidates. The reports can also be customized by a user to specify whether the correlation is based on position-specific, company-wide or industry-wide benchmarks as will be explained in detail with reference to  FIG. 7 . 
         [0037]      FIG. 3  illustrates a detailed process flow of the purchase and set-up step  42  of  FIG. 2 . In step  52 , a client company uses an Internet enabled computer  15  to access web pages of the system  1  through the Internet  2 . The web pages are generated by a conventional database web page generating engine such as PHP (Hypertext Preprocessor) in conjunction with a relational database program stored in the program storage  20  and the web engine is executed by the processor  18 . The Internet enabled computer  15  is equipped with a web browser capable of handling forms. 
         [0038]    In step  54 , order information such as the client company&#39;s address and contact information of various hiring managers working for the client company are filled out in the web page form that was generated by the computer  10 . In step  56 , purchase information such as the number of reports purchased and credit card data are also entered through the web page. The data entered by the client company are stored in the data storage  22 . In step  58 , the credit card information provided by the client company is verified and in step  60  a client record is created in a client database in the storage  22  with the contact and purchase information. The client record includes an allocation of reports to specific hiring managers and the user id and password for each hiring manager. In step  62 , the computer  10  generates a confirmation message confirming the number of reports purchased and the set-up of the client company in the system  1 . 
         [0039]    As can be appreciated by persons of ordinary skill in the art, the above steps  52 - 62  are optional and can be omitted by using a billing arrangement where the client company is billed on a periodic basis for the candidate evaluation services that have been rendered. 
         [0040]      FIG. 4  illustrates a detailed process flow of the candidate and reference identification step  44  of  FIG. 2 . When a hiring manager needs to fill a particular position, the manager accesses the computer  10  through a web browser. In step  66 , the hiring manager designates a survey that is to be used for that position. The manager can choose from a set of pre-designed or pre-selected surveys stored in the data storage  22 , design his own by selecting survey questions from an existing set of questions stored in the data storage, create his own set of questions, or modify an existing survey. The questions are stored in a master table in data storage  22 . Each survey also has a corresponding record in the database, which points to the questions in the master table that are included for that survey. Each survey question relates to a specific job-related and validated competency, selected from a bank of competencies that have been derived, tested and validated from experience and research. 
         [0041]      FIGS. 8A-8B  illustrate a sample survey that is used for a management position. The survey of  FIG. 8A  contains 16 questions that relate to various competencies that are known to be important for a management position. For example, the first three questions relate to a competency known as “Managing the Business”. Each of the 16 questions requires the reference to select a value of “1” through “7” by clicking on an appropriate radio button. The survey also contains two comment boxes as shown in  FIG. 8B . It includes one for describing the candidate&#39;s strengths and one for describing the candidate&#39;s weaknesses. 
         [0042]    Once a particular survey is selected or created, the hiring manager enters the job candidates&#39; information in step  68  through the computer  15  and sets the required minimum number of references that must be provided by each job candidate. The entered information is stored by the computer  10  in the candidate database  34  of the data storage  22 . In step  68 , the computer  10  also generates a unique 16 character alphanumeric identifier for that job candidate which is also stored in the candidate database  34 . The alphanumeric identifiers are used for security purposes since they ensure that only known and authorized job candidates can enter or access the information in the system  1 . 
         [0043]    In step  70 , the computer dynamically generates a web page asking whether the reference information will be provided by the job candidate. If the hiring manager answers yes, the computer  10  in step  72  generates and send an email message to the job candidate with a URL link to a dynamically generated web page and requesting the job candidate to click on the link to provide information on the references he chooses. A sample email to a job candidate is shown in  FIG. 9 . 
         [0044]    In step  74 , the job candidate receives the email and accesses the web page generated by the computer  10  by clicking on the link provided in the email. In response, the computer transmits through the Internet  2  a sample of the survey questions for display on the candidate&#39;s computer  15  along with a dynamically generated web page form to provide information on the references. The sample survey questions assist the candidate in determining which individuals would be appropriate references. In step  76 , the job candidate enters via the web page form the names, email addresses and relationship of the references. The relationship field only allows “Business” or “Professional” as “Personal” references tend to give scores that are severely skewed towards the positive, and may not have specific knowledge about the job-related competencies of the candidate. The candidate also indicates the dates and location of the relevant employment. The candidate then submits the form to the computer  10 . 
         [0045]    The collection module  28  of the system  10  then verifies that each email address is in a valid format and that there are no duplications. As part of the validity check, the collection module  28  checks the domain portion of each email address against the registered location using industry standard databases (WHOIS) to provide the hiring manager additional information if needed. Once the candidate is determined to have submitted a valid list, the computer  10  stores the data on references in the candidate database  34 . 
         [0046]    If the answer to step  70  is no, however, then the hiring manager already has the information of references. That information is entered by the hiring manager in step  78 . The same type of data checking that are performed in step  76  is also performed in step  78  to ensure that no errors are made. 
         [0047]      FIG. 5  illustrates a detailed process flow of the collection step of  FIG. 2 . In step  80 , the computer  10  generates a unique identifier for each reference and send an email message to each reference explaining the purpose of the email and directing the reference to click on a URL link to a dynamically generated web page. The unique identifier is generally used internally to uniquely identify the reference within the system  1 . A sample email to each reference is shown in  FIG. 10 . The sample email contains a statement that the operator of the system  1  will maintain strict confidentiality of responses provided by the references and that their responses will be aggregated and analyzed so that all of the information generated in a report for the hiring manager will be confidential. This statement is important because it encourages the references to provide more honest responses. 
         [0048]    In step  82 , the email is received by the computer  15  of the reference. In step  84 , the reference accesses the web page generated by the computer  10  by clicking on the link provided in the email. In response, the computer transmits through the Internet  2  a dynamically generated web page form for display on the reference&#39;s computer  15  along with instructions on how to properly complete the form, a sample of which is shown in  FIGS. 8A-8B . 
         [0049]    In step  86 , the job candidate enters via the web page form answers to the questions in the survey. For each question, the reference indicates the level of competency possessed by the job candidate using a seven-point scale. The reference is also shown the employment information submitted by the job candidate and is asked to confirm whether the information is accurate. The candidate then submits the completed form to the computer  10  in step  88 . 
         [0050]    In step  90 , the collection module  28  of the system  10  stores the survey data in the survey database  38 . In step  92 , the collection module  28  determines whether there is a sufficient number of completed surveys to provide a meaningful report to the hiring manager. For example, in one case that requires seven references, four references might be considered to provide a meaningful report. If no, then the collection module  28  waits for additional surveys to be completed. If yes, however, step  94  is executed. 
         [0051]    Alternatively, the hiring manager has three additional options at this stage. The first option is to override the minimum number of completed surveys and to request an interim candidate report reports regardless. A second option is to set a predetermined time period from the job candidate identifies the references and checking to see whether the predetermined time period has passed. If it has, then step  94  is executed. The third option is to simply allow the hiring manger to close the job candidate&#39;s record. That option may be convenient in situations such as the job candidate voluntarily withdrawing from the job opening. 
         [0052]    In step  94 , an email to the hiring manager is generated to let him know that at least an interim report is available, which email is received by him in step  98 . In step  96 , reminder emails are sent to those references that have not provided the survey data within a predetermined time period. 
         [0053]      FIG. 6  illustrates a detailed process flow of the analysis step of  FIG. 2 . In step  100 , the hiring manager accesses the web page generated by the computer  10  by either clicking on the link provided in the email or logging on to the website of the computer  10  independent of the email. At this stage, the analysis module  30  displays a “dashboard” for the current status of the job opening. The status includes the state of each candidate&#39;s progress for the completion of the reference information. In step  102 , a request for report on a particular candidate is made. 
         [0054]    In response, the analysis module  30  in step  104  analyzes the received survey data stored in the survey database  38  and generates a candidate report. A sample report is shown in  FIGS. 11A-11D . 
         [0055]    As can be seen in  FIG. 11A , the report includes a list of references, email addresses, identification of company and relation to the job candidate, dates worked by the candidate and whether the survey was completed. The report also notes any changes or discrepancies between the information provided by the candidate and the reference. For example, reference named “Roger Brown” reported that the dates worked by the candidate of “02/00 To 02/03” is different from “01/00 To 02/03”.  FIG. 11B  explains the score for each competency in  FIG. 11C  which is based on benchmark scores that are stored in the benchmark database  36 . The benchmark scores represent competencies that are stored on an industry-wide basis, company-wide basis or company-specific job position type basis. 
         [0056]    As seen in  FIG. 11C , scores for each question are averaged and converted to “very low” to a “very high” score. The scores to questions that are related to the same competency are averaged into the same “very low” to a “very high” score. For example, the average scores for questions 1-3 have been converted to a “Medium”, “High” and “Medium”, respectively. Also, the three questions are grouped into the competency of “Managing the business” and the average scores for each of questions 1-3 are averages and converted to the score of “Medium”. 
         [0057]    One third of the questions where the candidate has received the lowest raw numerical averages are weak areas the analysis module has identified and are indicated using asterisks which are used as the basis for generating interview probe questions and coaching tactics as discussed below in step  106 . Alternatively, the weak areas are identified by comparing an averaged score for each question against a benchmark score from the benchmark database  36  and those scores that fall below the benchmark score by a predetermined amount are identified as the weak areas and are indicated as such using asterisks. 
         [0058]    To further make the report useful, it may contain three additional columns: Company Comparison, Industry Comparison and Overall Rating. The Company Comparison and Industry Comparison correspond to the benchmark scores on company-wide job type basis, and industry-wide job type basis. The Overall Rating is derived from taking the average of the raw scores from each normalized database for that job type for the company, industry or other organization and the average of responses from the candidate&#39;s reference providers. This score is converted to a verbal descriptor from very-low to very-high based on lookup table for that value. For example a 4.2-5.9 inclusive, could return a “High”, each descriptor range can be set based on selection standards. 
         [0059]    As shown in  FIG. 11C , questions 3, 8, 11 and 16 are highlighted using a rectangular box. The highlighted questions mean that those questions are most closely associated with high performance and retention of job candidates that have been hired which are based on a statistical analysis of performance data of the hired candidates as will be explained in detail with reference to  FIG. 7 . 
         [0060]    The report also contains an overall average score (“High” in  FIG. 11C ) which is an average of scores from all the references for all of the questions. Alternatively, the analysis module  30  can use the correlation data from the continuous update step  50  of  FIG. 2  and generate an overall score on a weighted scale in which the weight used for each question or competency is based on the correlation to the performance data with higher weight being used for higher correlation. 
         [0061]      FIG. 11D  contains the “Strengths” and “Could Improve” comments provided by the references. It is important to note that the candidate report maintains strict confidentiality of responses provided by the references. In other words, the candidate report decouples the reference individuals from the responses the reference individuals provide so as to provide anonymity of the reference individuals from the hiring company/hiring manager. This is important as it encourages the references to provide more candid responses. 
         [0062]      FIG. 14  illustrates a group report which ranks multiple candidates. For each candidate, the group report includes averaged scores for each question, averaged score for each competency, and an overall summary score. The group report also includes questions 3, 8 and 16 which are highlighted using a rectangular box. The highlighted questions mean that those questions are most closely associated with high performance and retention of job candidates that have been hired which are based on a statistical analysis of performance data of the hired candidates. 
         [0063]    In step  106 , the hiring manager, after reviewing the report, determines whether to continue with the hiring process for the candidate. If the answer is no, then the analysis step  48  ends at step  111 . If the answer is yes, the analysis step  48  continues with step  108 . In step  108 , the analysis module generates interview questions (see  FIGS. 12A-12B ) based on the identified weak areas in the report. Specifically, the interview questions are associated with the questions in the survey and are stored in the data storage  22 . For each weak area, the analysis module retrieves those interview questions that are associated with the questions that correspond to the weak areas. 
         [0064]    For example, the report in  FIG. 11C  has identified questions 1, 2, 7, 9, 12 and 13 as the weak areas. For those questions, the analysis module  30  retrieves associated interview questions from the data storage  22  as shown in  FIGS. 12A-12B . 
         [0065]    In step  110 , the hiring manager, after having interviewed the candidate, determines whether to hire the candidate. If the decision is no, then the analysis step  48  ends. If the decision is a yes, then the analysis module in step  112  generates coaching suggestions that allow the employer to improve the identified weak areas after the candidate is hired. Like the interview questions, the coaching suggestions are associated with the questions in the survey and are stored in the data storage  22 . For each weak area, the analysis module  30  retrieves those coaching suggestions that are associated with the questions that correspond to the weak areas as shown in  FIGS. 13A-13C . 
         [0066]    It is important to note that the steps of survey collection  46  and analysis  48  can be used in an iterative process to screen out job candidates. For example, a hiring manager might use a simple survey containing 4 questions against 100 job candidates to narrow the list down to 10 candidates, then design a new survey containing 16 questions to narrow the 10 candidates down to 3 candidates, and then design another survey containing 20 questions to select one candidate for hire. Accordingly, the present invention can be used to both as a screening tool and a selection tool. 
         [0067]      FIG. 7  illustrates a detailed process flow of the continuous update step of  FIG. 2  which is also part of the analysis module  30 . In step  120 , the computer  10  waits for a predetermined time period after the final candidate report was generated. In the embodiment shown, the predetermined time period is one month. In step  122 , the computer  10  prepares and sends an email to the hiring manager with a URL link to a dynamically generated web page. The web page asks whether a particular job candidate is hired. Alternatively, the email may include two links asking the hiring manager to click on one link if the candidate was hired and to click on the other link is the candidate was not hired. 
         [0068]    In step  124 , the computer  10  receives the response of the hiring manager and determines whether the job candidate was hired. If no, then that fact is noted and stored in the candidate database  34  in step  126  for later analysis and reporting. If the candidate was hired, then control passes to step  128 . At step  128 , the computer  10  waits for a predetermined time period after the final candidate report was generated. In the embodiment shown, the predetermined time period is one year from the final report. In step  130 , the computer  10  prepares and sends an email to the hiring manager with a URL link to a dynamically generated survey web page. The survey web page asks retention and performance information. In the embodiment shown, the survey web page asks two questions: (1) is the candidate still employed; and (2) how well the candidate has performed based on a survey containing multiple questions or based on a single question on a predefined scale, e.g., scale of 1-10. In step  126 , the response to the two questions from the hiring manager are stored in the candidate database  34  for later analysis and reporting. 
         [0069]    In step  132 , the analysis module  30  analyzes the hiring data stored in the candidate database  34 . Specifically, the retention and performance data are statistically correlated with the various scores received by that candidate in the surveys to identify the questions where high ratings are most closely associated with high performance and retention. The correlation can be calculated on an industry-wide position type basis, on a company-wide basis without regard to the position type or on a company-wide position type basis. Thus, when the candidate reports such as shown in  FIG. 11C  are generated, the questions where high ratings are most closely associated with high performance and retention are graphically indicated based on the latest data accumulated up to that point. 
         [0070]      FIG. 16  illustrates a sample report that shows the correlation between survey questions/competencies and performance of hired candidates. As shown, the report includes raw correlation scores and corresponding ratings. For example, question  3  has a raw score of 4.7 and a “Very High” rating. 
         [0071]    These reports can be used by the hiring manager to continuously improve the survey. For example, the hiring manager can choose to delete the two questions that have the lowest correlation to the performance data and add two new questions from the competency area that has the highest correlation to the performance data. In the example shown, the two lowest scoring questions are questions 1 and 2, and the competency area having the highest score of 4.66 is “Teamwork”. 
         [0072]    Once step  132  is executed, control passes to step  128  where the computer waits a programmable amount of time usually 6 to 15 months to repeat the steps  130  to  132  to continuously monitor the performance of the job candidates that have been hired in order to continuously improve the survey questions and competency categories. 
         [0073]    Application of the principles of the present invention are many. For example, principles of the survey selection, collection of responses and analysis of the responses can be used to evaluate a large number of vendors who supply products and services to a company through a group of buyers working for the company. The buyers for the company are acting as “reference providers”. A sample vendor report as shown in  FIGS. 15A-15B  can be used to better manage the large number of vendors. 
         [0074]    The foregoing specific embodiments represent just some of the ways of practicing the present invention. Many other embodiments are possible within the spirit of the invention. Accordingly, the scope of the invention is not limited to the foregoing specification, but instead is given by the appended claims along with their full range of equivalents.

Technology Category: 3