Way to Navigate Your Candidates for Job Fit

 Way to Navigate Your Candidates for                             Job Fit

 

Companies are constantly looking for the finest candidate for open positions. Examining organizational or cultural fit has become more significant in recent years, although job fit is still quite important.

If a candidate isn't a good fit for a position, they'll at the very least grow bored. According to the Korn Ferry (2018), one in three working adults switch occupations because they are bored. Another 24% of respondents left their jobs because the company culture didn't align with their ideals. The survey's finding that only 19% of respondents were leaving in search of a higher wage was what caught our attention. Employers are given an interesting image by statistics like these. The modern candidate wants a fulfilling position that matches their abilities, goals, motivations, and values rather than just one that pays well. So, job fit becomes important. It can assist you in evaluating individuals using a combination of their experience, environment, and values.

Job fit definition?

 Job fit is a term that describes how well a worker is suited for a given role. Hiring employees who are the best fit for their positions is a great way for an organization to decrease turnover (both voluntary and involuntary) and to improve employee retention rates.

Employees who are well-suited for their jobs will typically be happier and more productive, which can boost workplace morale and, in the end, help a company's bottom line. An evaluation of a candidate's hard and soft skills, abilities, experience, and needs in relation to the open position is known as a job fit. It evaluates if a candidate is a good fit by taking into account the demands of a certain position, the surrounding circumstances, and the candidate's values.

A person's ability to complete the task and develop relationships at your business that will keep them inspired and producing work is measured by their job fit. This is based on the premise that, regardless of how skilled and knowledgeable a candidate is, if they can't work well with others in a team, they won't likely be a high performance.

Why should you be concerned with job fit?

Because of , before hiring a candidate, you must ensure that they are qualified to perform the duties of the position. Finding people with the requisite abilities, background, and drive to succeed in the position is only one aspect of job fit.

It may also be a sign of how effective, involved, and content an applicant will be in their future employment. As a result, job fit can increase team retention and reduce turnover. Yet, if you don't consider job fit when hiring, you run the danger of choosing workers who won't be satisfied in their jobs and leave early. An employee's disengagement could be a result of hiring the wrong candidate. Misalignment with the boss, the team, and the culture are the other causes of disengagement.

How can you determine job fit the best?

1. Learn everything there is to know about the job.

The first step in creating a job fit strategy is to clearly define and comprehend the qualities you need in a candidate for the position you are looking to fill. You must conduct a job analysis that considers a role's duties, requirements, and necessary abilities for a candidate to be successful. Answering questions while conducting a job analysis will be more advantageous.

You can have a better understanding of the responsibilities of the position and the ideal candidate profile by doing a job analysis. Additionally, it enables you to specify your job fit criteria and determine whether the position you're offering meets the demands of your candidates.

Ask your current team what a new applicant would need to succeed in the position you're recruiting for as part of your job analysis.

The folks who are actively performing the position are the ones who know it best. To have a better grasp of the day-to-day realities of the job role, you might interview your current employees about their difficulties, career pathways, and team structures.

With this knowledge, you may draft job postings that accurately describe the duties, regular tasks, and essential and desirable hard and soft talents you want in applicants. By being transparent in your job advertising, you will attract more candidates who are a good fit for the position since they will know what is expected of them from the outset of the hiring process

 

Employees across different industries have varying levels of job match. In fact, as many as 49% of workers in the UK might have a different skills level than their current job requires, which could indicate a poor job fit.

2. Use the appropriate pre-employment tests

Pre-employment testing is one of the finest methods for determining job fit outside of interviews. There's a good reason why pre-employment tests are used by 71% of the businesses in the Candidate Experience Research Report. They perform.

Employers may learn exactly how candidates think and solve problems by using these tests. In your employment process, you can also use situational judgment testing (SJT). Using realistic scenarios that a candidate could encounter on the job every day, these tests evaluate a candidate's behavior. After they have a selection of choices, you can see what they would have done to address the issue if they had been granted the job.

With this kind of evaluation, candidates can also determine whether they think they are a good fit for the position. If not, now is the time for them to withdraw from consideration for the position.

 

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3. Create a good interviewing procedure.

A common technique for evaluating job fit is an interview. You can use the knowledge you gained from the job analysis to develop original interview questions for the forthcoming interview process. Your interview should ideally be well-structured and include a mix of conventional and behavioral questions that relate to the nature of the job position and the business conditions the candidate is seeking. A work assignment or task to do during the interview based on typical job-related duties may also be included. Make sure that this practical assignment appears later in the recruitment process and that it accurately represents the job requirements.

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4. Analyze the drive of potential applicants

When determining job fit, one of the single most crucial aspects is motivation. It's critical to understand whether a high wage can entice a candidate to apply for a position at your business. The reasons a candidate gave for applying for the position can shed light on whether or not they'll ultimately be happy in the position. A good fit for the job also implies that the individual is eager to develop their abilities while working.

5. Consider the big picture.

Applicants are becoming more conscious of their job options. It will be difficult to persuade them to work with you if they don't see one at your organization. It is possible to tell whether a candidate will be a suitable fit for the position by learning what they hope to achieve in their career. Hint: If they're merely using the industry as a springboard to another job, they'll probably be preoccupied with their true long-term goals. If you can determine this throughout the hiring process, you can avoid spending time and money on a candidate who intends to work in a completely other position or industry.

6. Ensure sure job fit and organizational fit are complementary.

Finally, it's crucial to understand that you don't have to choose between recruiting for organizational fit or job fit.

Ideally, you'll select a candidate who possesses both qualities. To ensure that you can evaluate both and make the greatest recruiting selections, keep that in mind as you build your selection process. By evaluating a candidate's organizational fit in addition to their job fit, you can be sure that they have the abilities necessary to work well with others on the team and to fit in well with your company's culture. And when you're hiring for a managerial role, organizational fit becomes extremely crucial. According to Forbes, up to 50% of workers who quit their employment cite management as the reason they left. 

 Individuals may join a company for the pay, the prospects for advancement, or the mission, but they commonly quit because they don't get along with their manager. Jack Altman (2017) writes. It should come as no surprise that employee engagement and management relationships have a strong correlation.

 

A perfect organizational fit without a perfect job fit might lead to a miserable, disengaged employee.

7. Make the evaluation of job fit a two-way conversation.

It's not just up to you as the employer to decide whether an applicant is a good match for the position. It's also important for the applicant to be able to determine whether the position is a good fit for them.

Let prospects to ask questions about the position throughout the interview process, for example, by introducing them to potential teammates. These folks can give your applicants more information about the position, which again aids in their self-evaluation of their job fit.

In conclusion, throughout the hiring process, be honest with candidates about the responsibilities of the position in question and give them numerous opportunities to learn more about the responsibilities, tasks, and assignments the role includes.

 

Conclusion.

To evaluate for job fit, you must first have a thorough understanding of the role before focusing your efforts on determining how each candidate would fit.

You must look beyond a candidate's credentials to discover whether they will be a suitable fit for your team. The right interview questions and the usage of pre-employment tests to put your prospects through actual work circumstances are both parts of an efficient job fit method.

 Last but not least, it will strike a balance between hard and soft abilities while continually referencing if the candidate's motives and values align with those of your team and your business. Building a job fit plan requires a lot of effort, but it pays off. A productive, passionate employee who is likely to be with you for a while might be found when you hire the ideal candidate for the position.

 

References

Carrie Anne Rodgers. (2000) "Person-job fit and person-organization fit as components of job seeking”. Theses Digitization Project 1608. [Online]. Available at https://scholarworks.lib.csusb.edu/etd-project/1608   Accessed on 29th of March 2023. 

https://www.criteriacorp.com/resources/glossary/job-fit  [online] Accessed on 27th of March 2023.

https://jobmarketmonitor.com/2019/04/18/mismatches-in-uk-as-many-as-half-49-of-uk-workers-could-be-in-the-wrong-job/[online] Accessed on 27th of March 2023.

Jack Altman. (2017)Don't Be Surprised When Your Employees Quit [online] Available at https://www.forbes.com/sites/valleyvoices/2017/02/22/dont-be-surprised-when-your-employees-quit/?sh=5f7d7875325e Accessed on 27th of March 2023. 

Kimberlee (2020) How to Assess Your Candidates for Job Fit [online]. Available at https://harver.com/blog/job-fit-assessment/. Accessed on 29th of March 2023.

Korn Terry . (2018) A survey of the Breaking Boredom: Job Seekers Jumping Ship for New Challenges in 2018, [online].Available at https://www.kornferry.com/about-us/press/breaking-boredom-job-seekers-jumping-ship-for-new-challenges-in-2018-according-to-korn-ferry-survey. Accessed on 25th March 2023.

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