Who said assessment couldn’t be fun? New recruiting startup Journey certainly thinks it should be, having developed an efficient, engaging and reliable way to test the soft-skills of your candidates.
Meet the companies vying for the title of Recruiting Startup Of The Year (RSOTY) at Hiring Success 18, in San Francisco, March 12-14. Your vote determines which six are flying to California to pitch their ideas to 1000+ Talent Acquisition leaders and puts them in the running for the grand prize.
One of these six will be selected by a group of C-Suite experts and industry analysts for the ultimate prize of a Gold Sponsorship to Hiring Success 19, worth $10,000, which includes a branded booth and dedicated demo-room for potential customers to interact with their product.
Journey is one of the many HR companies looking to win big at Hiring Success 18 with its gamified approach to testing candidates. We spoke to CEO, video game designer and software engineer Rajiv Roopan about the inspiration behind his idea.
What’s your company’s elevator pitch?
Journey is an interactive cognitive and soft skills psychometric assessment used by recruiters and hiring managers to pre-screen job applicants. The results are used to make more informed hiring decisions based on internal (culture fit) and external (position fit) benchmarks. Journey is much better than traditional assessments which are usually 90 question long surveys and have a substantial drop off rate. Our platform helps companies save time and money (time-to-hire, cost-per-hire and turnover), and avoid making the mistake of rejecting a candidate they should have hired due to human bias.
At a deeper level, we’re a machine learning company — the more data we gather about job candidates, positions and companies, the better the system will become at identifying and classifying patterns, and ultimately be able to provide more accurate recommendations (data network effects).
What gave you the idea for your startup? Is there a particular experience you could point to?
I share a strong passion for psychology, behavioral economics and data-driven decision making, and was astonished by how inefficient the screening process of applicants was at my previous company. I thought there had a to be a better (data and tech-driven) solution for this problem, and I definitely would have used a product like Journey.
Of all industries to tackle, why recruiting?
I started studying organizational psychology and learned that traditional assessments were very long and boring and could be made better. I also picked this area because I believe talent is universal; it doesn’t matter where you’re from or what school you went to. Many can’t afford the growing costs of a college education but are just as talented; with Journey, we aim to help these people show their real skills.
How do you envision your idea changing the talent acquisition landscape?
I believe that the job industry is trending more towards on-demand work where reviews and skills tests will become more important. We are providing a solution to a growing problem but it’s hard to say how the talent acquisition landscape will change. We aim to provide recruiters with access to the best talent by providing them with a Journey EQ score that’s based on a number of factors. We want to become the one place recruiters go to to find the best talent and to help recruiters avoid making the mistake of rejecting somebody they should have hired because of human bias.
What does ‘hiring success’ mean to you?
It simply means saving recruiters time and costs by providing them with access to the best talent.
What is your favorite interview question and why?
“Tell me about an interesting problem that you came across and how you went about solving it?”
What’s the role of technology in hiring?
Technological changes in the recruiting industry have accelerated in the past few years with Applicant Tracking Systems (ATS) at the forefront of these advancements. ATSs such as SmartRecruiters have created marketplaces so that clients can have access to many types of tools including assessments, background checks, skills tests, and so forth. Integrating assessments into recruiting processes has made it easier to qualify candidates beyond the resume and move more towards data-driven hiring. Skills tests are also becoming more important as recruiters can’t tell what’s real and fake on the internet.
Like the sound of Journey? Why not vote for it in our Recruitment Startup of the Year competition?