Interview robot
View Patent ↗An interview robot that is used in the field of human resources (HR), characterized by comprising camera (U 1 ), microphone (U 2 ), odor sensor (U 3 ), speaker (U 4 ) and touch sensors (U 5 ) enabling communication with the interviewed candidate, utility function determination memory (U 6 ), which addresses the questions to the candidate so as to determine the parameters of the utility functions for the economic, social and environmental attributes of the candidate being interviewed, and stores the utility function parameters calculated with the answers received, the nonlinear assignment program solution memory with uncertain utility functions (U 7 ) that performs the best (optimal) job-personnel matching under different scenarios by simultaneously taking into account the situation in which employee satisfaction from the utility function determination memory varies in a mostly non-linear way in parallel with the economic, social and environmental characteristics of the candidate, and the uncertainties that may occur in employee satisfaction.
1. An interview robot that is used in the field of human resources (HR), the interview robot comprising:
a camera, a microphone, an odor sensor, a speaker and touch sensors that enable communication with an interviewed candidate;
a utility function determination memory, which directs questions to be asked to the candidate for the purpose of determining parameters of the utility functions for economic, social and environmental qualities of the candidate being interviewed, and which stores the utility function parameters calculated with answers received;
a nonlinear assignment program solution memory with uncertain utility functions that performs the best (optimal) job-personnel matching under different scenarios by simultaneously taking into account the situation in which employee satisfaction from the utility function determination memory varies in a mostly non-linear way in parallel with the economic, social and environmental characteristics of the candidate, and the uncertainties that may occur in employee satisfaction.
2. The interview robot according to claim 1 , wherein the utility function determination memory retains the mathematical parameters, in which the candidates' utility functions for economic-social-environmental characteristics are expressed in four different structures: linear, concave, convex and s-shaped; based on the answers given to the abovementioned questions.
3. The interview robot according to claim 1 , wherein:
the camera records images of the candidate;
the microphone records the candidate's speeches and answers to the questions;
the odor sensor records odors that may be related to the candidate;
the speaker addresses questions to the candidate; and
the touching sensors record information about the candidate such as fingerprint, body temperature, and sweating.
4. A method that can be performed via the interview robot of claim 1 that is used in the field of human resources, the method comprising the following process steps:
candidates answer the questions asked with the purpose of determining their technical qualifications and utility functions for economic, social and environmental qualities by providing their identity information, verbally or in writing, and recording this information in the database ( 1001 );
in the utility function determination memory, based on the answers given to the abovementioned questions, the candidates' utility functions for economic-social-environmental characteristics are expressed with mathematical parameters in four different structures: linear, concave, convex and s-shaped, and this information is stored in the database ( 1002 );
using his/her own interface, the human resources specialist enters the economic, social and environmental return values for certain positions, the statistical distribution and variance values representing the uncertainties, together with the relevant assumptions/scenarios ( 1003 );
a certain number of candidates with the highest technical competence are recruited in such a way as to maximize the total utility value of the candidates and reflect the results to the human resources interface using the nonlinear assignment program solution memory with uncertain utility functions in line with the data entered by the human resources specialist and the data collected in the utility function determination memory ( 1004 ); and
it is questioned whether to continue the analysis ( 1005 ).