As the job market becomes increasingly competitive, hiring managers are turning to other ways of hiring employees – namely using assessment tools and hiring for fit as ways of identifying candidates who are likely to succeed in any given role. In this blog, we’ll look at how to hire for fit and the psychology of why it is so important.
Why is hiring for a role based on fit important?
84% of recruiters surveyed agree that cultural fit is one of the most important recruiting factors, and nine out of 10 companies have reported passing on applicants who didn’t feel aligned with their company culture.
Of course, relevant job experience, educational background, and recent employment history are important factors but studies show that almost 90% of bad hires occur as a result of poor fit as opposed to a skills gap.
Skills like communication, emotional intelligence and personal qualities are all crucial in determining the right fit for every role.
When taking on a new hire, most, if not all employers will agree that they’re looking for a long-term, high performing new member to join their team.
Focusing your hiring process on finding candidates who are the right fit for the role instead of those who look good on a resume will ultimately mean you make more successful long-term hires. But how do you hire for a role based on fit?
1. Define your workplace’s culture and identify which qualities are most important to have in your new hires.
Before taking on a new hire it’s important to identify what sets your workplace apart from others. Work out what sort of culture your organization embodies and how you’d go about representing that to potential employees and candidates. It is essential to know your organization’s unique culture and set of values. Once you are sure of what sort of values are integral to your organization, you’ll be able to establish what values are important for candidates to have.
It’s also crucial to identify what sort of skills and personal qualities will be desirable for each role that opens up. Your preferences might include if they are a team player or if they prefer clear direction to working on their own initiative.
Once you have a strong idea of how an ideal employee would fit in a specific role it will be much easier to find that candidate and successfully employ them.
2. Get to know candidates thoroughly
It’s important to ensure you’re attracting the right candidates to apply to your open position. Once the right candidates are applying and you’ve identified those with resumes that are attractive, it’s crucial that you make sure to properly get to know each of the candidates from the selected pool as people.
Seeing as 86% of employees and executives cite lack of communication and collaboration for workplace failures, it is essential to make it a priority to have a more in-depth understanding of potential employees and hire candidates who can communicate effectively and work well with the rest of the team.
Instead of an ultra-formal and traditional interview process, focus on getting to know candidates personally and figuring out whether they will be a good fit for the role. Once you have a smaller pool of candidates, a great way to do this is to see how candidates relate to current team members.
Set up meetings or tasks to see if they bond well with your organization’s existing staff. An opportunity to see how candidates perform tasks in their potential role will give you a clear picture of their strengths, weaknesses, communication skills and ability to collaborate.
Ask the rest of the team for feedback about the possible new hires. Using tasks and real-work situations are effective ways of testing a candidate’s fit to a role and your organization.
3. Don’t confuse cultural fit with personal preferences
Hiring for fit doesn’t mean using your personal preferences and opinions to employ a candidate. Sure, you might have some thoughts on what sort of background, lifestyle and beliefs an ideal employee might have, however hiring for fit is not about that. If you are biased in your thinking, you will reduce the diversity of your workforce and end up with team members who are too similar and don’t compliment each other enough. While employees should share some common organizational values there should be a diverse mix of strengths, weaknesses and Work Styles on the team.
Use Work Style to hire candidates for a role based on fit
A candidate’s Work Style is the most important factor in determining their fit for a role and for your team.
What is Work Style?
Work Style is composed of a person’s preferences, communication style, natural strengths, and on-the-job behaviors.
A Work StyleTM Assessment will also reveal a candidate’s areas for development, how they work on a team, their decision-making skills, and how they are best managed.
Why is Work Style so important in determining fit for a role?
While skills and experience make up a crucial part of the hiring process, it is more important to hire a candidate who will be a suitable fit for the role and your organization. Finding a highly qualified candidate may be simple enough, however, an experienced talented employee who does not gel well with the organization will sap productivity and engagement levels and ultimately prove to be an unsuccessful hire. A recent study suggests that out of unsuccessful hires, 89% will be because of difficulties integrating into the workplace and not because of a lack of skills.
How does a Work StyleTM Assessment identify candidates who are the most suitable fit for a role?
Using our Position Assessment, you’ll be able to identify behaviors, communication skills and strengths that an ideal employee would have.
Once you have successfully identified what you are looking for in an employee, you can simply invite candidates to take a Work StyleTM Assessment. Quick and efficient, it takes less than 10 minutes to complete.
Usually taken before the interview stage the Work StyleTM Assessment will save your organization valuable time and financial resources.
Once all candidates have taken the assessment, our algorithms will match each candidate to one of eleven unique Work Styles. You will then receive a detailed Match Report showing which candidates have a Work Style that is a good fit for the role.
Using this information you’ll be able to easily narrow down a pool of candidates to those who are the best fit for the role and continue the hiring process.
Hiring for a role based on fit is essential to ensure a well-balanced, productive and engaged workforce. Using Work StyleTM Assessments you’ll be able to effectively identify those candidates who are the best fit for the role.