公开(公告)号：US07080057B2

公开(公告)日：2006-07-18

申请号：US09922197

申请日：2001-08-02

申请人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

发明人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

IPC分类号： G06N5/04

CPC分类号： G06Q10/10 ,  G06Q10/063 ,  G06Q10/063118 ,  G06Q10/0639 ,  G06Q10/1053 ,  G06Q30/08 ,  G09B5/00 ,  G09B7/00 ,  G09B7/02

摘要： An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions.

公开(公告)号：US20100287111A1

公开(公告)日：2010-11-11

申请号：US12841977

申请日：2010-07-22

申请人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

发明人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

IPC分类号： G06Q10/00 ,  G06N5/02

CPC分类号： G06Q10/10 ,  G06Q10/063 ,  G06Q10/063118 ,  G06Q10/0639 ,  G06Q10/1053 ,  G06Q30/08 ,  G09B5/00 ,  G09B7/00 ,  G09B7/02

摘要： An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions.

公开(公告)号：US20100287110A1

公开(公告)日：2010-11-11

申请号：US12841972

申请日：2010-07-22

申请人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

发明人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

IPC分类号： G06Q10/00 ,  G06N5/02

CPC分类号： G06Q10/10 ,  G06Q10/063 ,  G06Q10/063118 ,  G06Q10/0639 ,  G06Q10/1053 ,  G06Q30/08 ,  G09B5/00 ,  G09B7/00 ,  G09B7/02

摘要： An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions.

摘要翻译： 自动员工选择系统可以使用各种技术来提供帮助选择员工的信息。 例如，可以电子收集预租和出租信息，并用于构建基于人工智能的模型。 然后，该模型可用于预测新申请人所期望的工作绩效标准（例如，任期，事故数量，销售水平等）。 可以支持各种功能，如电子报告。 识别为无效的预租信息可以从收集的预租信息中删除。 例如，可以从作业应用程序中识别和删除无效问题。 可以添加新项目并对其进行测试。 因此，即使在不断变化的条件下，系统也可以展示自适应学习，并保持或提高效能。

公开(公告)号：US07310626B2

公开(公告)日：2007-12-18

申请号：US11042544

申请日：2005-01-24

申请人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

发明人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

IPC分类号： G06F17/00 ,  G06N5/04

CPC分类号： G06Q10/10 ,  G06Q10/063 ,  G06Q10/063118 ,  G06Q10/0639 ,  G06Q10/1053 ,  G06Q30/08 ,  G09B5/00 ,  G09B7/00 ,  G09B7/02

摘要： An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions.

摘要翻译： 自动员工选择系统可以使用各种技术来提供帮助选择员工的信息。 例如，可以电子收集预租和出租信息，并用于构建基于人工智能的模型。 然后，该模型可用于预测新申请人所期望的工作绩效标准（例如，任期，事故数量，销售水平等）。 可以支持各种功能，如电子报告。 识别为无效的预租信息可以从收集的预租信息中删除。 例如，可以从作业应用程序中识别和删除无效问题。 可以添加新项目并对其进行测试。 因此，即使在不断变化的条件下，系统也可以展示自适应学习，并保持或提高效能。

公开(公告)号：US08265977B2

公开(公告)日：2012-09-11

申请号：US13030057

申请日：2011-02-17

申请人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

发明人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

IPC分类号： G06Q10/00

CPC分类号： G06Q10/10 ,  G06Q10/063 ,  G06Q10/063118 ,  G06Q10/0639 ,  G06Q10/1053 ,  G06Q30/08 ,  G09B5/00 ,  G09B7/00 ,  G09B7/02

摘要： An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions.

摘要翻译： 自动员工选择系统可以使用各种技术来提供帮助选择员工的信息。 例如，可以电子收集预租和出租信息，并用于构建基于人工智能的模型。 然后，该模型可用于预测新申请人所期望的工作绩效标准（例如，任期，事故数量，销售水平等）。 可以支持各种功能，如电子报告。 识别为无效的预租信息可以从收集的预租信息中删除。 例如，可以从作业应用程序中识别和删除无效问题。 可以添加新项目并对其进行测试。 因此，即使在不断变化的条件下，系统也可以展示自适应学习，并保持或提高效能。

公开(公告)号：US08046251B2

公开(公告)日：2011-10-25

申请号：US10962191

申请日：2004-10-08

申请人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

发明人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

IPC分类号： G06Q10/00

CPC分类号： G06Q10/10 ,  G06Q10/063 ,  G06Q10/063118 ,  G06Q10/0639 ,  G06Q10/1053 ,  G06Q30/08 ,  G09B5/00 ,  G09B7/00 ,  G09B7/02

摘要： An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions.

摘要翻译： 自动员工选择系统可以使用各种技术来提供帮助选择员工的信息。 例如，可以电子收集预租和出租信息，并用于构建基于人工智能的模型。 然后，该模型可用于预测新申请人所期望的工作绩效标准（例如，任期，事故数量，销售水平等）。 可以支持各种功能，如电子报告。 识别为无效的预租信息可以从收集的预租信息中删除。 例如，可以从作业应用程序中识别和删除无效问题。 可以添加新项目并对其进行测试。 因此，即使在不断变化的条件下，系统也可以展示自适应学习，并保持或提高效能。

公开(公告)号：US07558767B2

公开(公告)日：2009-07-07

申请号：US09921993

申请日：2001-08-02

申请人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

发明人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

IPC分类号： G06F15/18

CPC分类号： G06Q10/10 ,  G06Q10/063 ,  G06Q10/063118 ,  G06Q10/0639 ,  G06Q10/1053 ,  G06Q30/08 ,  G09B5/00 ,  G09B7/00 ,  G09B7/02

摘要： An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions.

公开(公告)号：US20120215710A1

公开(公告)日：2012-08-23

申请号：US13458864

申请日：2012-04-27

申请人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

发明人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

IPC分类号： G06Q10/06

CPC分类号： G06Q10/10 ,  G06Q10/063 ,  G06Q10/063118 ,  G06Q10/0639 ,  G06Q10/1053 ,  G06Q30/08 ,  G09B5/00 ,  G09B7/00 ,  G09B7/02

摘要： An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions.

公开(公告)号：US20120078804A1

公开(公告)日：2012-03-29

申请号：US13243786

申请日：2011-09-23

申请人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

发明人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

IPC分类号： G06Q10/06

CPC分类号： G06Q30/08 ,  G06Q10/1053

摘要： An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions.

摘要翻译： 自动员工选择系统可以使用各种技术来提供帮助选择员工的信息。 例如，可以电子收集预租和出租信息，并用于构建基于人工智能的模型。 然后，该模型可用于预测新申请人所期望的工作绩效标准（例如，任期，事故数量，销售水平等）。 可以支持各种功能，如电子报告。 识别为无效的预租信息可以从收集的预租信息中删除。 例如，可以从作业应用程序中识别和删除无效问题。 可以添加新项目并对其进行测试。 因此，即使在不断变化的条件下，系统也可以展示自适应学习，并保持或提高效能。

公开(公告)号：US07562059B2

公开(公告)日：2009-07-14

申请号：US10917252

申请日：2004-08-11

申请人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

发明人： David J. Scarborough ,  Bjorn Chambless ,  Richard W. Becker ,  Thomas F. Check ,  Deme M. Clainos ,  Maxwell W. Eng ,  Joel R. Levy ,  Adam N. Mertz ,  George E. Paajanen ,  David R. Smith ,  John R. Smith

IPC分类号： G06E1/00

CPC分类号： G06Q10/10 ,  G06Q10/063 ,  G06Q10/063118 ,  G06Q10/0639 ,  G06Q10/1053 ,  G06Q30/08 ,  G09B5/00 ,  G09B7/00 ,  G09B7/02

摘要： An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions.

摘要翻译： 自动员工选择系统可以使用各种技术来提供帮助选择员工的信息。 例如，可以电子收集预租和出租信息，并用于构建基于人工智能的模型。 然后，该模型可用于预测新申请人所期望的工作绩效标准（例如，任期，事故数量，销售水平等）。 可以支持各种功能，如电子报告。 确定为无效的预租信息可以从收集的预租信息中删除。 例如，可以从作业应用程序中识别和删除无效问题。 可以添加新项目并对其进行测试。 因此，即使在不断变化的条件下，系统也可以展示自适应学习，并保持或提高效果。