Posted November 15, 2012on:
Never Work is excited to announce the launch of Version 2.0 of their popular mobile application – “Personality Job Fit Test” – for Android. The application leverages Never Work’s powerful web-based software to match users’ personality traits with exciting career opportunities, all while on the go!
Research has consistently shown that personality-environment fit is one of the most reliable predictors of long-term job success and satisfaction. Never Work mobile app users take a brief, scientifically-validated personality assessment and are then provided with customized personality reports and localized job openings that match their core traits. Users can instantly apply for any open position within our extensive job network.
And that’s not all! With the Personality Job Fit Test app you can also organize your job matches according to your preferences, be notified of the most recent relevant job postings, share your personality reports with your friends, and access weekly-updated educational videos and custom curated articles tailored for job-seekers.
“By bridging the gap between personality assessment results and actual job opportunities, this application provides users with actionable insights” notes Dr. Mark D. Scott, Co-Founder of Never Work. “In light of the current job climate, the Never Work mobile app serves as an invaluable resource for those looking for meaningful work.”
With this new application, active job-seekers (or those researching potential careers) can choose a job they love, so they “never” have to “work” a day in their life!
Never Work, founded at Startup Weekend Princeton in November 2011, is a web-based software firm that provides scientifically-validated personality assessment and development tools for use in the job search/selection process. Contact Matthew Myers at firstname.lastname@example.org for more information regarding Never Work.
Thank you everyone for being patient with the lack of updates from us. After a couple weeks of coding and solving some engineering challenges, we have relaunched the Never Work platform.
Why would you completely overhaul the site after two weeks of being live do you ask? That’s a good question. Well the answer is pretty simple. The original tool was designed with our friends and family in mind as a sort of public beta where we could have a small user set generate feedback for us on how to make the site function better and to offer more to you the user. The new site is much cooler and much more fun.
So without further ado, here is what’s new:
- We’ve got a new look and feel that’s much more interactive. We’ve added a bunch of tidbits about you and your personality throughout the site – so click around a little bit to find out more about who you are and where you fit best. After all, a site about personality should have some personality itself.
- Profiles, profiles, profiles. This is just awesome. You now have the option to create a profile which will allow you to save your assessment responses and instantaneously get linked to your personality profile and job matches whenever you want.
- Your “My Results” page is now enhanced as part of having profiles. Now it’s a personalized hub of valuable job-seeker information. Every week we keep adding more and more jobs to our database and more and more personalized content from tips on how to get a job to specialized video content relevant to your personality profile.
- Never Work Job Network. We are mighty proud of this one. By partnering with Indeed.com, a leading provider of online job postings, we are committed to providing you with the most relevant local job opportunities that match your personality profile. Seamless integration allows you to apply right from within Never Work.
So now that we have a more robust platform, play around with it, create a profile, and just have fun exploring your personality and the career opportunities you might not have known would be a fit for you. As always, if you have anything you want to say to us, comments, likes, dislikes, arm wrestling challenges, send me an email at Matt@neverwork.co.
“Statistics provide methods for collecting and analyzing data and generalizing their results.”
We live in a data driven world. Data points drive many business decisions and statistics are more relevant than ever in helping to analyze and interpret this data to make the most logical decisions possible in our lives.
Mark and I developed the Never Work platform because we see largesse in the hiring process and want to use the most predictive data available to us to optimize job selection and increase the bottom line for client firms.
Consider the following statistics regarding new hires:
- The average monetary loss by a firm of a bad hire with a $60,000 a year salary is $180K to $260K when you factor in hiring costs, first year salary, benefits and rehiring a new candidate to fill the vacancy.
- 46% of all new hires leave company within 12 months of start date – mostly either switch jobs or fail to mesh with the firm.
Imagine you are tasked with filling 10 new positions this year. Based on the statistics above, your firm would lose $1.014 million dollars this year due to the costs of the bad hires you would bring on board through the use of traditional job selection techniques.
At Never Work, we want to improve the job selection process. Our core belief is that hiring currently focuses too much on non-predictive metrics – for example, years of education and past work experience. We believe that skill sets (which rapidly change in today’s marketplace, by the way!) can be taught, while personality endures. Harvard Business Review has cited Person-organization fit (P-O fit) as the key predictor of both future job satisfaction and job success. Accordingly, P-O fit – which can be achieved through validated personality assessment – should be the core of the hiring process!
Bad P-O fit leads to disgruntled workers. Disgruntled workers are not company evangelists, are unhappy at work and feel overwhelmingly stuck in their job. Consider the following statistics regarding disgruntled workers. (A complete list of disgruntled worker stats can be found here.)
- A Social Workplace Survey in 2011 of 10,914 respondents found only 31% felt they were engaged at their workplace.
- 2010 Time Magazine survey found only 45% of workers are happy with their jobs.
- According to Telework Research Network – 1 in 4 Workers plan to jump ship within 1 year.
All of these stats contribute to our main thesis – companies lose too much revenue because of bad hires, affecting their bottom lines. One of Never Work’s principal goals is to help your firm keep this revenue to reinvest and grow your company. Contact me at email@example.com to learn more about how we can help your firm and head over Never Work’s homepage to get your personality-career matches. More features are added daily so keep checking the home page to keep up to date with all things Never Work.
an origin, creation, or beginning.
All big ideas start somewhere. Ours started on a warm August night. My buddy Mark and I were on the porch of my house, shooting the bull about our lives and his upcoming doctoral dissertation in the field of Industrial Psychology. We were covering the basics of personality in the work place and a topic that was new to me, person-organization fit: how a person’s personality is a key indicator of future job satisfaction and success. My mind was completely blown! What started as a conversation about his studies and this subfield of Industrial Psychology quickly morphed into a calling to change the status quo of the job selection process.
Since that night two years ago our plans have taken form, our ideas have become more focused and we have pressed on with our goal to turn the job selection process upside down. We participated in a Princeton, NJ Startup Weekend event in November 2011 that helped strengthen our resolve and push forward with our efforts to develop the Never Work platform. We even took home a prize from Google that night, achieving far more than we had ever hoped to.
So where are we now? Our belief has always been that hiring managers rely too much on the subjective and not enough on demonstrable data – how a candidate will fit within a certain role and more importantly within a certain company’s corporate culture. Imagine two potential employees applying for the same exact position with two similar companies in the same industry. On paper everything is the same, qualifications, references, educational history and past work experience. 6 months later, employee A is already looking for a new job while employee B is happy at his or her current position. How did this happen? We are firm believers in person-organization fit, and that a candidate’s personality is a key indicator of long term job satisfaction and success.
We envision the Never Work platform as a key to finding this match and reducing the adverse impact and excessive hiring costs a firm goes through to find that perfect match. What we have now is a simple tool. It allows you to find jobs someone with your personality will thrive in. We plan to keep adding features moving forward (we’ve got some big ideas – so stay tuned!). For right now, play around with the site, find out what careers might work best for you and take advantage of our partnership with Indeed.com to search for a job that will fit you best.
We have a mantra that we use daily, a quote from Confucious: “Choose a job you love and you will never have to work a day in your life.” Our one goal is to make it easy for you, the job searcher, to find a job that you will love with a company that is the perfect fit for your personality.
Never Work is a marathon, not a sprint, and we are just crossing the starting line. Join us as we move forward into the future. Stop by neverwork.co and give the platform a try.
“Adverse impact” is a type of unfair discrimination in which the result of using a particular personnel selection method (e.g., interviewing, IQ testing) has a negative effect on “protected group” members. When we talk about a “protected group”, we are referring to a designation for members of society who are granted legal status by virtue of a demographic characteristic, such as race, gender, national origin, color, religion, age, and disability. Not only is the occurrence of adverse impact a legal headache for hiring authorities (due to the likelihood of a class-action lawsuit if adverse impact is found to exist), it also represents the antithesis of “judging by character”.
Work represents a major mission of an individual’s life. However, biased selection mechanisms may be unfairly preventing someone from finding “fit” within this major mission.
Many businesses fail to recognize that altering selection systems is only the second phase in reducing adverse impact – the first phase is to ensure a quality recruiting model.
Research has shown that it is possible to move toward satisfying both diversity and performance goals simultaneously and that targeted recruiting based on validated personality assessment is a viable strategy for doing so. In fact, personality tests may have the absolute best record of any selection technique in demonstrating freedom from adverse impact.
Recent court rulings in employment law have led to what some experts are calling “the death of affirmative action”. For companies that value workforce diversity, it appears that targeted recruitment on the basis of personality traits is one of the only legal options remaining.