Journeyfront Blog

The technology giant, Google, is known for hiring the best talent in the market and equally known for their wacky interview questions. For years, Google interviewers used these seemingly random questions to "help" them hire great talent. Turns out though, these questions didn't help at all. 

“We found that brainteasers are a complete waste of time,” Laszlo Bock, senior vice president of people operations at Google, told the New York Times. “They don’t predict anything. They serve primarily to make the interviewer feel smart.”

Ever company has and uses a predictive hiring system—whether they know it or not. Let's elaborate on a concrete definition of what a predictive hiring system is...

Extroversion is one of the most widely talked about personality characteristics of all time. There have been books written about extroversion and introversion, TED Talks have been given, and there are dozens of online test and opinions about this every present personality characteristic. It might be the most widely talked about personality characteristic because it makes a lot of sense and people can easily self identify their own level of extroversion.

Having the wrong person in the wrong job is bad news for anyone. Poor job fit leads to employee dissatisfaction and under performance, while companies foot the bill to hire and train these employees who don't contribute or even detract from company success.

We believe that everyone has potential to do great things, but that potential can only be realized when a person's unique strengths and abilities are a match with his or her job.

We're on a mission to help companies get the "right people" into the "right jobs" better than ever before. By utilizing the latest advances in predictive analytics, psychometric assessments, and machine learning algorithms, we can improve the accuracy of hiring and get more people in jobs where they will thrive. Join us as we discuss tools, tips, and techniques for using your company's data to improve your hiring outcomes.