DESC:DETAILED DESCRIPTION

[016]. The present novel innovation aims to revolutionize the recruitment process across all industries. It involves storing past interview performance in a decentralized database for future reference of both the interviewer and interviewee. The main goal of this invention is to ensure that the right talent is placed in the right position in an organization. This will lead to significant growth for the organization, while allowing individuals to learn and develop in their respective fields. Ultimately, both parties will benefit from this innovative process. This approach applies to any hiring process that involves interviews, regardless of the sector.

[017]. This approach focuses specifically on the interview process. All interviews between the interviewee and a group of interviewers will be stored in terms of feedback from the interviewer after the interview. This feedback will be securely managed in a decentralized database using blockchain technology. An individual pursuing a career in a particular field may change jobs from time to time to improve their skills and gain exposure to different cultures in various organizations. The interviewer pla¬ys a crucial role in finding the right talent to fill the job role or meet the organization's requirements. The employee search process involves multiple rounds, usually starting with an assessment in the relevant field (e.g., manufacturing, software development, or construction). After passing the assessment, the candidate will move on to the next round, which could be an in-depth assessment or a direct interview.

[018]. When an interviewee reaches the interview round, the interviewer will review the resume provided to assess their experience. However, beyond the resume, the interviewer lacks insights to evaluate the interviewee. Unfortunately, after the interview, the interviewee will not receive feedback on their performance. They must wait until the selection list is released to find out if they were selected. This can be frustrating as the interviewee cannot analyze their performance to improve their career prospects. If the interviewee passes the round, they will proceed to the next onboarding process. But if they fail, they may be confused about what they did wrong and areas where they lack knowledge.

[019]. A new system has been proposed to address the aforementioned limitations. The method (Figure 4) involves the interviewer providing the interviewee's performance to the system after the interview. This feedback serves multiple purposes. Firstly, (Figure 2) only the interviewee can access the feedback to understand and correct mistakes made during the interview. This will help the interviewee focus on areas needing improvement for future interviews. The interviewee can also set development goals and complete them to provide justification for the feedback. Secondly, (Figure 3 and Figure 5) future interviewers gain insight beyond the interviewee's resume by accessing the previous interviewer's feedback and the interviewee's efforts and justification to overcome shortcomings, resulting in a more comprehensive evaluation.

[020]. When an interviewee successfully passes the preceding rounds of the hiring process, they enter the interview round (401). The organization's human resources, interviewer, or recruitment team will then connect with the candidate to schedule a meeting. If it is the interviewee's first time using the system, they will need to register and create a profile (100). If they have used the system before, they can simply log in (105). During registration, the user will need to provide basic details like their first and last name, mobile number, email address, and password (102). To avoid duplicate profiles, users must also provide a unique identification number issued by the government, such as an Aadhaar card (103). This requirement applies to both interviewee and interviewer registration (101).

[021]. Once a user registers in the system, a unique and permanent identification number will be generated through a combination of patterns to identify their profile (104). The registered user can then use their mobile number or email address as their username, and the password they created as their credentials to log in (105). The system will then validate the username and password, followed by a multi-factor authentication (106) process to ensure better security and confidentiality of the profiles from outsiders. Once the system validates the multi-factor authentication, the respective users (interviewee and interviewer) will be directed to their respective dashboards (interviewee dashboard and interviewer dashboard) (107). The system requests that users (interviewees and interviewers) complete their profiles for a better experience (108).

[022]. After scheduling an interview, the interviewee should send a confirmation mail to the interviewer (401). In the response, the interviewee must include a temporary token ID generated from the system (402). This token ID points to a unique permanent identification number created during profile creation, forming a chain of data. Once the interviewer receives the mail with the access token ID, they should reach to the interviewer dashboard (301) and enter the access token. This access token serves two purposes: to fetch the interviewee's past performance record (310) and to submit interview feedback (302). If multiple interviewers are present in a panel, one can generate temporary profile-linked codes (501 b) using the access token for others to access the same record (503 b). All access tokens and codes are linked to the interviewee's profile and can only be used once for fetching records and submitting feedback. The system validates the server when the interviewer enters the code or token for access.

[023]. Before or during an interview, the interviewer may review the interviewee's track record to gain a better understanding of their qualifications, skills, and expertise (310). This can lead to a more thorough evaluation. The feedback provided may include information about the interviewee's mistakes, performance analysis, and areas where they need improvement. Furthermore, the feedback section may contain information about the interviewee's goals and justifications, which helps to understand the measures they have taken to overcome any shortcomings of feedback. To ensure the confidentiality of the interview performance data, we will verify the employer of the interviewee (312). This measure is put in place to prevent any current employer from accessing the interview data.

[024]. After carefully reviewing the interviewee's track record, the interviewer should assess their overall performance to determine if they are a good fit for the job. The interviewer needs to take notes during the interview and meet certain criteria when providing feedback (304), such as attaining a minimum number of words, avoiding negative criticism, and providing neutral feedback that doesn't reveal whether or not the candidate is being considered for the position (306). The feedback should cover all aspects of the interview performance. Once the interview is complete, the interviewer should submit the feedback using an access token (303), or code which can be used by multiple interviewers if necessary. If multiple feedback submissions exist, they will be displayed in parallel for easy identification. The multiple interviews will be presented in chronological order to provide a timeline for future reference.

[025]. After entering an access token or code, users can submit feedback in text format, which will be analyzed by artificial intelligence (305) for foul language, toxic comments, destructive language, and negative criticism. If any of these are detected, the interviewer will be notified (307) to make necessary changes and other options will be paused until the issue is resolved. After the interviewer revises the feedback (307 a), it will be analyzed again by the artificial intelligence (306). If no issues are found, it will be stored in a blockchain database (207). The interview feedback will be available to the interviewee only and cannot be edited by anyone (201 a).

[026]. The feedback submission area includes an AI (305) grammar checker that identifies real-time grammatical errors, spelling mistakes, typos, and other errors that may occur while typing. After submitting feedback, it will be tagged to the access token ID (202 a) and codes for multiple panel interviewers and then linked to a permanent unique identification ID (203 a).

[027]. One significant benefit of this new invention is that the interviewee can access the feedback (310) given by the interviewer to analyze and evaluate their performance. They can identify and correct any mistakes made and understand where they lacked knowledge during the interview. This self-analysis can be very helpful for future interviews. The interviewees can set self-development goals (201 b) in the system to overcome any shortcomings mentioned in the feedback. Upon completing the goals, a certain field will be enabled to provide genuine justification (201 c) for the feedback.

[028]. The interview process is now complete, with feedback received from the interviewer and justification from the interviewee. The interviewee can use this feedback to improve their skills in areas they may have lacked in (205 a), while the upcoming interviewer can gain insights to conduct a more thorough assessment. This will ultimately lead to the growth of the interviewee's knowledge and the interviewer's ability to evaluate candidates.

[029]. Maintaining a record of interview performance feedback can provide various benefits to individuals. Firstly, it offers an objective evaluation of their interviewing skills and abilities over time, including communication, problem-solving, and interpersonal skills. Secondly, reviewing past interviews and responses can help individuals identify their strengths and weaknesses, enabling them to grow and improve where necessary. Consistently strong performances create a valuable asset when seeking new opportunities, and a good interview record builds credibility among potential employers, making the person a more attractive candidate. Additionally, a strong interview record sets an individual apart from others in a competitive job market, increasing their chances of getting an interview and a job offer.

[030]. Knowing that one has a record of successful interviews can boost confidence when approaching new opportunities, and keeping records of achievements allows individuals to identify areas of underperformance during interviews, enabling them to take targeted actions to improve. A good interview record can also create networking and negotiation advantages and contribute to long-term career growth and advancement, creating opportunities for leadership roles, promotions, and responsibilities.
,CLAIMS:I Claim:

1. A method (Figure 4) of job interview track record system and method, comprising the steps of:
- One or more interviewees generate (402) one or more access tokens to provide them to one or more interviewers while sending an acknowledgement response to the interview scheduler mail;
- One or more interviewers using one or more access tokens to fetch (403) one or more track records of the interview's past performance data;
- One or more interviewers using one or more access tokens to submit (404) one or more feedback of the one or more interviews in the system;
- Identifying one or more words in one or more paragraphs in the one or more feedbacks submitted by one or more interviewers to detect the minimum number of word count, destructive comments, negative criticism, and foul language by (405) Artificial Intelligence;
- Storing (406) the one or more interviewees multiple interview performance data as feedback provided by the one or more interviewers after interviews in a database using blockchain technology;
- Publishing one or more feedbacks (407) in a read-only format to the respective interviewee after validation by artificial intelligence and storing in the database;
- One or more interviewees can perform (408) the self-analysis and set one or more development goals to overcome any shortcomings in feedback;
- Upon completing the goals, the justification area will be enabled where interviewees provide genuine justification for the feedback (409) and it will be reviewed by artificial intelligence for inappropriate words;
- One or more feedbacks with one or more justifications can be used for the upcoming one or more interviews (410) as track records of past interview performance data.

2. The method as claimed in claim 1, wherein the method comprises the steps of:
- generating the access tokens (202) to fetch (302) and submit (310) the one or more interview performance feedbacks from the system;
- the access token acts as an identification number to the feedback data and is linked to the individual profile's permanent unique identification number;
- in the case of multiple interviewers in a panel (501), the access token can be used to create multiple codes (501 b) up to a specific number for the remaining interviewers to fetch (503 b) and submit (503 a) the multiple feedbacks in and from the system respectively.

3. The method as claimed in claim 1, wherein the method comprises the steps of:
- fetching past interview performance track records of one or more interviewees (310), (503 b) from the system database;
- the access tokens (303), (502), and (505) act as key points to retrieve exact data about the interviewees (316);
- the company of the interviewer and interviewee is compared (312) to avoid providing access to the current employer of the interviewee.

4. The method as claimed in claim 1, wherein the method comprises the steps of:
- submitting interview performance feedback (302), (503 a) of one or more interviewees in the system;
- the access tokens (303), (502), and (505) act as key points to submit the interview performance feedback of the one or more interviewees in the system;
- the artificial intelligence (305) is used to detect the minimum number of words limitation, inappropriate words, negative criticism, and destructive comments from the one or more interviewers;
- If the conditions (306) are not met (306 b), the feedback should be revised (307) by the submitted interviewer again;
- if the conditions are met, the final copy (308) will be stored in the database (207).

5. The method as claimed in claim 1, wherein the method comprises the steps of:
- storing (205) one or more interviewee's interview feedback data from one or more interviewers in the database (207);
- the database used to store the one or more feedback data is decentralized (207);
- the method uses block chain technology;
- once the final copy of feedback data is fed into the database, it cannot be altered or deleted, ensuring security.

6. The method as claimed in claim 1, wherein the method comprises the steps of:
- displaying the one or more interviewee's interview performance feedback from the one or more interviewers to the respective interviewees (201);
- other than the one who attended the interview, no one else can see the fellow interviewee's feedback to ensure confidentiality and privacy (201 a);
- the upcoming interviewers should request an access token from the interviewee to see the past interview performance (301).

7. The method as claimed in claim 1, wherein the method comprises the steps of:
- using the stored feedback (201 a) by the respective interviewees for self-development, identifying and rectifying mistakes, and improving knowledge in a lacked area;
- the respective interviewees can set development goals (201 b) to overcome any shortcomings mentioned in feedback; and the respective interviewees can provide genuine justification (201 c) for the feedback after completing the goals successfully.

8. The method as claimed in claim 1, wherein the method comprises the steps of:
- using the stored feedback (316) by the interviewers after requesting an access token from the respective interviewee to analyze the past interview performance history data to know better about the interviewee before conducting the interview, leading to a comprehensive evaluation;
- the feedback with justification provides in-depth insight about the interviewee.