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GoodJob: Hire the Right Candidate the First Time

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Stephen D. Johnston, CEO, GoodJob, GoodJobStephen D. Johnston, CEO, GoodJob
Resumes have always been the go-to medium for employers to assess a candidate. But today, the time has come where organizations must extend their hiring efforts beyond the two-dimensional document. A resume provides surface-level insights into an applicant’s work experience and academic history. But finding the best-fit employee takes much more than that. Recruiters need to consider a candidate’s interest, ability to embrace a new culture, passion, and approach. That’s why resumes can often be misleading and cause a bad hire, which impacts a business in multifarious ways—from the cost of recruitment and training to the disruption of staff morale. In fact, the U.S. Department of Labor has reported that a bad hire costs about 30 percent of an employee’s annual salary. Also, sifting through a plethora of resumes and interviewing hundreds of candidates is a timeconsuming process. To this end, it has become essential for organizations to eliminate the outdated, inefficient, and stressful recruiting process. This is where GoodJob steps in. Based on cutting-edge technology, GoodJob, on the one hand, enables companies to spot the best employee from a swarm of competitors and saves the cost and time involved in the typical hiring process. On the other hand, it connects candidates to ideal work opportunities based on their preferences, passion, and purpose. “If a person does not feel motivated to work in a particular role, it adversely impacts the workflow of an entire organization and also lowers others’ morale. Our platform identifies a candidate’s personality and potential to align them with a suitable job, while saving employers from a bad hire,” describes Stephen D. Johnston, CEO, GoodJob.

Paving the Way for Proactive and Effective Recruitment

What differentiates GoodJob from other market players is its one-ofa- kind, ML-powered tool, PATH Assessment®. The tool was first created in 1982 at Harvard University. Over the past 40 years, it has been refined by a group of psychologists and data scientists. This mathematical model helps users understand a potential employee’s productivity and longevity by analyzing their response to a few specific questions.

The PATH Assessment involves an open-to-all test to determine the top traits and behaviors that a person possesses by default. And once a candidate takes the assessment, the ML algorithm matches them to suitable opportunities by identifying the person’s Purpose, Approach, Thinking, and Habits (PATH) regarding work. “The assessment is user-friendly from both an employer’s and a candidate’s point of view. It doesn’t involve unnecessary questions like traditional personality tests; instead, the assessment helps employers in directly understanding the traits and behaviors of a potential employee—more precisely, if they will be a perfect fit for a specific role,” adds Johnston. “Traditionally, the accuracy rate of hiring is 50 percent, but with our solution it’s extended to 85-90 percent.” Additionally, the more companies or employers come on board and leverage the solution, the more data inputs it gets, which ultimately enhance the competency and predictive accuracy of the tool.
“We basically build a talent pool for clients that helps them find the right candidate immediately or on a continuous basis,” Johnston elucidates. The tool also works on the talent pool considered by clients themselves, where it goes on to notify the shortlisted candidates about the opportunity and informs them to take the assessment for further consideration. Going the extra mile, GoodJob also provides proper support services to help clients get accustomed to the platform.

Intriguing Instances of Client Success

Several organizations across the healthcare, construction, IT, and other industries today leverage the PATH Assessment to find people who would be the happiest and most productive at their jobs. For instance, a large healthcare institution has partnered with GoodJob to leverage its algorithm to find competitive employees and improve their overall retention rate to save costs in hiring and training new employees. Also, the onset of the COVID-19 pandemic has driven them to address the high demand for healthcare workers and ensure employee retention. GoodJob’s robust hiring technology allowed the institution to accomplish all these objectives.

Our platform identifies a candidate’s personality and potential to align them with a suitable job, while saving employers from a bad hire


In another recent instance, a construction company reached out to GoodJob to fulfill their constant requirement for onboarding new employees and aligning them with their rapid growth. The client leveraged the PATH Assessment to successfully hire a project manager and is continually using it to find more potential candidates to further grow their team.

While these are the most common use cases, organizations can also utilize GoodJob’s platform to identify underperforming employees and transfer them to the right role or department. “Most companies tend to hire on skills and qualifications and fire on chemistry. By inverting this method, we’re able to build a more successful workforce. I’m glad to see companies are taking note of this particular lesson,” continues Johnston.

Supporting the Trend of Remote Working

He further notes that the unprecedented challenges that Covid-19 accompanied last year dramatically changed the historical work model. Most organizations had to shift to a remote working culture to surf through the trying times and keep their employees safe. Even after more than a year into the pandemic, the trend of remote working is quite widespread and rising exponentially. In such a scenario, the need to hire the right candidates has become even more critical for businesses as they don’t have the option to mingle employees directly with the organizational culture. “We’re trying to help companies better embrace this concept of remote workforce. With our tool, they can hire with confidence, knowing that they will find the absolutely best-fit people with the right mindset who are not even located specifically in their area,” continues Johnston. More importantly, GoodJob itself leverages its technology to find and recruit the best candidates, which has enabled the company to build a global team. With undivided attention toward innovation and clients’ success, GoodJob is currently striving to explore new avenues of growth. As a result, the company is moving into the next year with numerous new product plans. It will also extend its footprint geographically further into the southeastern U.S. “It’s crucial to grow at a pace that allows you to offer your customers comprehensive service. Our focus is to take what we’ve learned in our first operational year and use it to expand into new markets over the next 12 months,” concludes Johnston.

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GoodJob

Company
GoodJob

Headquarters
Birmingham, AL

Management
Stephen D. Johnston, CEO, GoodJob

Description
GoodJob’s machine-learning technology and assessment tools are proven to reduce time and cost to hire, lower churn rates, and improve employee productivity. Its AI platform efficiently searches for culture fits and effortlessly mitigates bias to hire and promote for Diversity & Inclusion. The company’s algorithm instantly scores and ranks all candidate matches based on their qualifications, their preferences, and their PATH Assessment results. GoodJob guarantees the hiring of the right employee in a much faster and cheaper manner.