As a longtime tech employer, I know firsthand how hard it is to find great employees.
I’d been hiring for more than twenty years, but I hadn’t seen very much innovation in the job recruiting process. The way that candidates and companies found each other was stuck in the past and produced hit-or-miss results, resulting in a lot of unhappiness on both sides.
Candidates were reduced to their job history, in-house recruiters were overwhelmed with stacks of resumes, and companies were struggling to find and keep good employees. The process was slow, stressful, and inefficient. Recruiting firms offered better results and managed the workload, but at a massive cost—20 or 30% of a recruit’s first-year salary. That was money I should be using to reward good employees, not find them.
So I thought, “How can we make this better?”
I want more people to have access to those transformative opportunities. I want people to find jobs where they‘ll thrive, where they can have deep, meaningful connections to their work, and where their unique talents, values, and personality traits will be appreciated.
The inspiration
A great job can completely change someone’s life, and that‘s my goal for GoodJob: to change lives.
I want more people to have access to those transformative opportunities. I want people to find jobs where they‘ll thrive, where they can have deep, meaningful connections to their work, and where their unique talents, values, and personality traits will be appreciated.
It‘s a huge goal, but I know that with the right tools, we can make it happen.
The process
One of our fundamental beliefs at GoodJob is that people are more than their resumes. Are you with me? A list of previous jobs, college degrees, and skills can’t tell you everything about someone.
We wanted to create a system that would be far more accurate at predicting whether someone would be a good match for a job, and frankly we wanted to make resumes obsolete.
How many times have you been on Facebook and seen an ad for the very thing you want, before you even started searching for it? We all joke about Siri and Alexa listening to our conversations, but the truth is that data science has moved so quickly that companies are anticipating our every need. Why shouldn’t the right job find you in just the same way?
So our next step was to develop an algorithm to find what makes people tick — their personalities, what makes them feel fulfilled in their roles, and how their values relate to their workplace behaviors.
We reached out to a world-renowned data scientist and a recruiting expert. For more than 30 years, these professors have been gathering data on what makes people successful at work. Then we translated that into an algorithm that could be applied to candidates all over the world.
That combined experience and knowledge became the PATH Assessment® — the foundation of GoodJob.
The solution
When we came up with the PATH Assessment, I knew we’d created the system I’d been dreaming of.
The assessment helps match candidates and employers, but also provides meaningful insight into what makes people happy at work. It’s quick and easy to take, but behind the scenes it’s so complex and detailed that there’s less than a 1-in-1 billion chance of two people getting the same result. And unlike a resume, it’s personal and comprehensive.
Leveraging data science, AI, and recruiting experience, we’ve built GoodJob to change the way people find jobs (and the way companies find great employees).
With GoodJob, job seekers don’t have to blindly apply to jobs with no idea of whether or not they’d thrive there. They don’t have to trim down their resume until it barely represents them or create some ridiculous number of versions to try to game each job’s hiring process.
For companies, that means no more stacks of resumes. And when they get to the interview stage, they’ll already know that the candidate is a good culture fit.
That’s how I know that GoodJob will do what it’s meant to do—make the recruiting process better for everyone, changing lives in the process.