Hiring the right people is essential for organizational success. And a key aspect of effective hiring is job fit. Ensuring good job fit involves matching a candidate’s skills, abilities, motivations, and interests with the job requirements and the organization’s culture. In this article, we’ll explore the concept of job fit, its importance, and how to assess it effectively during the hiring process.
What Is Job Fit?
Job fit is typically defined as the compatibility between employees and the jobs (or tasks) they are asked to perform. It encompasses two main components:
1. “Can Do”
The “can do” aspects of the job relate to the candidate’s skills and abilities. What is the person capable of doing?
2. “Will Do”
The “will do” aspects tie to motivation and interests. How does the person prefer to work and interact? What do they value?
When the “can do” and “will do” elements align, the candidate is more likely to perform well, stay motivated, and remain with the company for the long term.
Why Is Job Fit Important?
Hiring the right person with the right fit delivers numerous benefits. Employees who fit well with their job and the organization tend to:
- Complement the organization’s culture and goals.
- Contribute effectively to achieving organizational objectives.
- Align with the company’s values and vision.
- Remain engaged and committed to the organization.
Conversely, hiring someone who is a poor fit for the job often leads to negative consequences. These can include:
- Poor performance requiring more training and supervision.
- Increased mistakes and customer dissatisfaction.
- Lower employee morale and discontent among coworkers.
- Higher turnover, leading to a “revolving door” effect and overall increased cost of business.
According to SHRM, poor fit “drains organizational effectiveness, kills employee morale and hampers creativity.”
When you get job fit right, however, the payoff is immediate. Employees enjoy higher engagement and job satisfaction while organizations 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 abilities to excel in the job.
How Do You Measure Job Fit?
Assessing the “Can Do” Component
The “can do” aspect of job fit focuses on evaluating whether a candidate has the necessary knowledge, skills, and abilities to perform the job effectively. This is the first step in assessing job fit and involves:
1. Job Analysis
The foundation of hiring and retaining good people is knowing and understanding the skills and knowledge required to do the job.
2. Skills Assessment
Use valid assessments and screening tools to evaluate the job-relevant abilities necessary for success in the role. For example, simulation-based assessments are easy to use and deliver the highest accuracy in predicting job performance and success.
3. Performance-Based Interviews
Ask candidates for examples of past experiences that are related to the required job skills. Virtual and in-person interview solutions are available to help ensure ease and consistency.
Without the required skills and abilities, a candidate is unlikely to succeed, regardless of their motivation or interest in the role. Having the ability to perform well in the job, on the other hand, typically increases employee engagement and motivation.
Remember, willingness and motivation alone cannot compensate for a lack of ability.
Assessing the “Will Do” Component
The “will do” aspect of job fit pertains to the candidate’s motivation, interests, and alignment with the organization’s expectations. This includes:
1. Understanding Candidates’ Interests
Discuss their career goals, preferred work environment, and job expectations.
2. Evaluating Motivation
Assess their enthusiasm for the role and willingness to meet the job’s demands.
3. Checking Cultural Fit
Ensure the candidate’s expectations align with the organization’s culture and work practices.
Screening tools like Realistic Job Previews and Retention Indexes can help build realistic expectations about the work and quickly measure alignment between the job and the candidate’s interests, motivation, and values.
A mismatch in the elements of “will do” can lead to frustration, boredom, disengagement, and increased turnover. So, it’s important to align both the candidate’s and the organization’s expectations early in the hiring process.
Understanding the Relationship Between “Can Do” and “Will Do”
The interplay between the “can do” and “will do” components is vital for achieving good job fit. If an employee struggles with the job’s skill demands, their motivation and willingness will likely decrease. When they have the ability to perform successfully, they are more likely to remain motivated and engaged.
Since the “will do” typically can’t compensate for the “can do” it’s important to effectively assess the candidate’s knowledge, skills and abilities then enhance that prediction with the “will do” elements of motivation, values, and interests.
Good job fit enhances employee retention and productivity by ensuring both competence and motivation are aligned with job requirements.
How Can We Help?
Ensuring a good job fit is essential for hiring the right people who will stay with your organization and contribute positively to your team. By accurately assessing both the “can do” and “will do” components, you can reduce turnover, improve job performance, and create a more cohesive and productive work environment. Investing time and effort in assessing job fit during the hiring process leads to many long-term benefits, including higher employee retention and overall organizational success.
For more information about assessing the “can do” and “will do” aspects of job fit, talk with one of our assessment experts! Call 888.332.0648 or click here to schedule a free consultation.