Abstract: A system and method includes using at least four distinct decisioning components as inputs to a computer system. Based on a candidate's score in each of the decisioning components, the system of the present invention generates a score that provides a probability of the candidate's success in an employment role. This system and method may be implemented for specialized positions such as sales and engineering positions, it is also may be used in sports teams (for evaluating athletes) and in deciding on potential Chief Executive Officers and presidents for companies. The Score is produced by a computer based process design engine and is based on a 0-100 scale. The process uses predictive analytics as well as an artificial intelligence components to continually refine the computer based system and method.

Abstract: A method for managing an interview process of at least one candidate for a job is disclosed. The method includes selecting a list of attributes pertinent to the job and selecting a list of interviewers of the at least one candidate. The method further includes assigning at least one attribute to each interviewer and generating an interview template for each interviewer based on the at least one attribute assigned to each interviewer, wherein an interview template comprises a list of topics to discuss with each candidate. The method further includes scheduling an interview between each interviewer and candidate and allowing each interviewer to submit, via a Web page, feedback describing each candidate's competency in each of the attributes based on the interview between each interviewer and each candidate. The method further includes automatically calculating, for each candidate, a first value based on the feedback received from each interviewer.

Abstract: A method for managing an interview process of at least one candidate for a job is disclosed. The method includes selecting a list of attributes pertinent to the job and selecting a list of interviewers of the at least one candidate. The method further includes assigning at least one attribute to each interviewer and generating an interview template for each interviewer based on the at least one attribute assigned to each interviewer, wherein an interview template comprises a list of topics to discuss with each candidate. The method further includes scheduling an interview between each interviewer and candidate and allowing each interviewer to submit, via a Web page, feedback describing each candidate's competency in each of the attributes based on the interview between each interviewer and each candidate. The method further includes automatically calculating, for each candidate, a first value based on the feedback received from each interviewer.

Abstract: A method for identifying at least one candidate for a job is disclosed. The method includes calculating, for each candidate from a plurality of candidates, a list of attribute values and a first value based on the list of attribute values. The method further includes reading a list of ideal responses to a set of questions. The method further includes reading, for each candidate, a list of responses to the set of questions, wherein the list of responses were provided by the candidate. The method further includes calculating, for each candidate, a list of response values by comparing the list of ideal responses to the list of responses provided by the candidate. The method further includes calculating, for each candidate, a second value based on the list of response values and a third value based on the first value and the second value.