JOB FITTING is a concept that explains whether a candidate’s personality, values, interests and motivated skills match the competences that are required for a certain job and the working environment. When these two match, the employee and organization both experience a good job fit. It enables organizations to explore its employees‘ At Heart to Heart, we deliver the Best FIT Candidates, enabling your organization to attract, train and retain the best calibers.
What to Consider in a job fit
Personality: Personality type enables him/her to perform and excel at the particular job? Values: The candidate must share the prevailing values of his colleagues and customers.
Motivated Skills: Does the candidate get to do the things that he/she love to do?
Career Interests: : Does the candidate have the interests to match the job?
Job’s Competency Profile: Does the candidate possess the required knowledge, skills and behaviors required to perform the job?
The impact of poor job fit…
When employees are in the wrong position, they are more likely to experience burnout and leave the organisation. Job burnout is where you feel physically, mentally and/or emotionally exhausted from work. Also, you may doubt the value of your work and your own competency in getting the job done.
However, the impact of poor job fit can extend well beyond an employee simply quitting their job. It can affect the employer’s bottom line, other employees in the organisation and even the employee’s family.
When an employee feels trapped in their job or that the job is not the right fit, they often end up working longer hours to do everything possible to succeed. Their personal lives can be affected, for example, spending less time with family and friends.
Disengaged employees can also undermine their co-workers’ success, decreasing productivity and morale in the organisation. And, as disengaged employees typically take about four more sick days per year than their engaged colleagues, the financial impact of disengagement is clear.
Why does poor job fit happen?
More often than not it is in the understanding of the individual’s suitability for the role. On the one hand, some people may pursue jobs that don’t match their behavioural competencies and on the other, employers are unable to recognise when their candidate is not the best fit for the position.
An example of this is an individual who excels at mathematics thinking that a career in finance is the right job for them. However, this person may be naturally more suited to a people–focused role. Similarly, a person may have the right traits for a management role (eg. the ability to influence others and get things done), but not have the skills and experience (or the desire to attain them) that will enable them to be successful in the long term.
In both these examples, the end result may be the same…the employees may show promise and enthusiasm at first, working extra hours to do what is necessary to get the job done, but then find it difficult to maintain that momentum if they are not matched for the job.
Matching people to the right job…
There are several things employers can do to ensure their employees are in the right jobs and continue to contribute productively to the organisation.
Identify successful traits
Benchmark the traits and qualities that define success by looking at your current employees. This will identify the behavioural competencies that fit in with your work environment, management style and the specific role.
Consider all key areas of ‘fit’
Pay attention to all the key areas of ‘fit’, not just one or two. These include:
- Skills and experience
- Attitude and level of engagement
- Behavioural competency
Make screening processes effective
As your time is limited, you need to ensure that you focus on screening those candidates with the best overall fit. The right automated screening processes can identify the top candidates more quickly, which then enables you to use behavioural interviews to make the final decision.
Assist candidates to understand their traits
If candidates are provided with information on their career traits and strengths, they will have a greater insight into finding a career that really is the right fit in the future.
Finding the right fit…
Even the most talented and hard-working employee will find it difficult to succeed in a position that doesn’t match his or her skills, abilities and interests. Everyone has their own particular strengths and aptitudes, and will succeed best in positions that mesh well with those characteristics.
Factors that influence your suitability and success!
Want to safeguard your career and achieve your true potential? Here we’ll examine how accurately assessing your job fit can have a major bearing on determining your future job satisfaction and career success.
Are you the missing piece in the jigsaw?
Before applying for that job, ask yourself why you’re a strong fit for it and what makes you the answer to that companies talent gap? Many people use the “so what” method in reasoning their thoughts in this situation. For every reason you can think of why you’re a fit for a particular role, place yourself in the shoes of your prospective employer addressing you with a “so what”. This is a useful way of fireproofing your reasons for applying in the first place and gets you in the correct frame of mind for a potential interview. The very act of justifying your application at the outset will ensure that you’re only applying for the most relevant roles.
What makes you a must interview candidate and why will hiring you benefit this employer? Most employers want to know if you potentially will make or save them a lot of money, so it’s critical that you can articulate clearly which category you fall into. Not every job will be that cut and dried in it’s approach but in examining what you bring to the table, it’s a useful benchmark to work with.
Are there patterns of achievement on your CV that are indicative of your suitability and fit? Have you highlighted all of the credentials that make you a “must hire” candidate. Too often an employer can overlook a potential candidate for any number of reasons, so it’s vital that candidates highlight clearly where their transferable skills and abilities lie.
Another important factor in considering your suitability is the cultural fit of the company. Does your potential employer share similar values, beliefs and outlook? Are they ultimately going where you want to be? Have they a track record of hiring candidates with similar backgrounds to your own? Most employers will have a checklist of desirable credentials to compare you against and this list is usually formulated based on their past hiring successes and in some cases their failures. Quite often these hiring failures occur where a candidate slips through the vetting process but is clearly unsuited to the role/company, only to arrive at a point some weeks/months later acknowledging that the “fit” wasn’t right. It’s imperative that you conduct proper due diligence on the role and company before you make that leap.
At Campbell Rochford, we look beyond your CV and technical skills, checking if you show the desired passion for the role and that you’re a strong personality fit for our client. No matter how impressive your background and experience may appear on your CV, most employers will judge how you appear in person. They’ll ask themselves, does this person meet my needs from a skills perspective but more importantly does this person fit into my plans for this team? Are they likely to command respect amongst their colleagues and superiors?
Our best candidates can demonstrate strong rapport building and communication abilities, skills that will impress any client. In assessing your fit, we look at all the relevant criteria that represent best fit from both an employer and employee perspective and ensure that we maintain a satisfied client and an engaged and fulfilled candidate.
To discuss your suitability and fit for any opportunity, reach out to us today for an honest, comprehensive evaluation.