Finding good employees can be really tedious. It involves time and money spent in advertising for a new role, sifting through applicants, and then spending time in a relatively short interview to gauge whether or not the person will fit well into your company.
The hiring process is designed to flush out the person who has the right knowledge and ability to perform the role. However, the process of matching a candidate to a role runs much deeper than just checking their years of experience. You have to work out if your applicant is going to be an overall good fit for the job.
What is job fit?
Job fit, or job match, is a concept that explains whether the requirements of the job, and your company culture, align well with the employee’s experience, beliefs and skills. If they do, this is seen as a good job fit.
Why is this important?
Finding the right job fit will not only help your employees feel connected to the business – it will help them establish good relationships with their colleagues, feel supported and engaged, and can help boost productivity, which ultimately helps your bottom line.
What if we get it wrong?
An employee in the wrong position can experience dissatisfaction and burnout and may choose to leave your organisation. Burnout can be experienced in many ways – feeling tired, emotionally drained, or overwhelmed – and it can affect staff both at work and at home. Their performance may suffer, and this can negatively affect those working around them. They may take more sick days, which will have a financial impact.
Identifying a poor job fit before you bring someone on board can save you a lot of time and money, and it can empower the individual to seek out employment somewhere more suited to their needs.
Proactive checks for a good fit
When interviewing a candidate, keep the following key points in mind, as they’ll help you identify whether the person is going to be a good fit, or not.