Part I – Job Fit and Talent Assessment from the Employer’s Perspective.
If I asked a room full of people to explain job fit, I’d likely have as many definitions as people in the room. Job fit is one of those intangibles that hiring professionals know is important, yet due to past work experiences, there are unique perspectives on what it entails. Most industry sources tend to approach job fit from the employer’s perspective – focusing on whether or not an employee assimilates well into the company and becomes a productive employee.
For the greatest value, however, it’s important to broaden our understanding of job fit, approaching it from both the employer’s and the employee’s perspective.
In this week’s post, we’ll explore job fit from the employer’s view, followed next week with the employee’s perspective.
WHAT DOES JOB FIT MEAN FROM AN EMPLOYER’S POINT OF VIEW?
Job fit is typically defined as the compatibility between the employee and the job (or tasks) they are asked to perform. It’s not a bad definition in theory, but not especially helpful in practice. I’m suggesting that we reframe our understanding of job fit around three essential components:
STYLE – how a person prefers to work and interact
CULTURE – what a person values
ABILITY – what a person is capable of doing
If our overall goal is to hire and retain the right person, then job fit must encompass all three.
WHY IS JOB FIT IMPORTANT TO AN EMPLOYER?
Job fit is directly related to turnover. Each employee turnover costs approximately one-third of the person’s salary, not including the impact on employee morale, customer perceptions, and your organization’s image and reputation. So, the costs of poor job fit, direct and indirect, are great.
On the other hand, if you get it right, the pay-off is immediate. Employees enjoy higher engagement and job satisfaction. You achieve higher performance, retention, and productivity.
Nothing boosts bottom-line results better than a team of dedicated employees who embrace your company culture and vision and have the right skills and ability to excel in the job.
WHAT CAN I DO TO ENSURE JOB FIT WITH OPTIMAL RESULTS?
Talent assessment is the key. The primary reason organizations miss the mark on job fit is that one or more of the three essential components – style, culture, and ability – are missing from their talent assessment process.
For a fresh approach, a good place to start is to review and evaluate your organization’s pre-hire assessment process. How well does your current process match applicants to each of the three components of job fit?
Does the job lend itself to a particular style of work? Is the work highly interactive and collaborative or autonomous? Is work structured or unstructured?
Is your business environment casual or more formal? And what values are important, such as quality, creativity, and recognition?
What are the key tasks and job functions? Does the applicant have the right skills and ability to perform the work? For example, analysis, problem solving, decision making, communication, etc.
There are assessment tools available for each of these components and steps that can be included in your talent assessment process toward ensuring the right fit.
Our preference at Employment Technologies is immersive assessment tools that enable applicants to experience key aspects of the job. By placing an applicant on the job through a simulated experience, you can quickly and accurately discern if the person is the right fit for the position and your organization. Plus, immersive tools, such as company previews and job simulations, give applicants the opportunity to see if the job is right for them. More about that next week!
Do you have a job fit story to share? Or would you like more information about affordable new talent assessment technologies? Feel free to email me directly or contact me at 888.332.0648. I look forward to hearing from you.