Many business owners like to think they have the best judgment when it comes to running their business. Given that they were the ones who kickstarted the vision, it’s safe to say that they already have certain milestones, progress marks, and goals in mind as they steer the ship through rough waters and into the clear. But this wouldn’t be possible without the help of the crew. Without the skills, talents, and extra hands of the people on board, executing the vision wouldn’t be possible.
This journey requires the right crew. Finding people who share the same vision, possess the necessary skills and experience, and have the right attitude can be tricky.
It’s no secret that the hiring process can be grueling. With a wide talent pool, the tyranny of choice can be overwhelming. But there might also be a lack of talented applicants. In addition, there’s the sifting of applicants, conducting of interviews, and final deliberations. It may be tempting to settle with a candidate whose résumé seems to suffice just to get it over with. But the hiring process matters more than what others might think. Hiring the right people makes all the difference in the trajectory of the business. It’s essential to find candidates with the ideal fit.
Here’s what you need to know before jumping into the hiring process and forming the dream team.
Naturally, the first thing to do is to know who you’re looking for. The job description of the opening should sufficiently lay out the tasks, responsibilities, and credentials needed to fulfill this role. Finding the right person for the job is the next thing on the list.
The harmony between the person and the job or tasks they undertake at work is known as person-job fit. This includes the employee needs and resources accessible to satisfy on-the-job requirements, as well as job demands and employee talents to perform the job effectively.
The person-job fit concept is a two-way street. It talks about what an organization has to offer to the employee and what the employee has to offer to the organization. Assuming that both sides are provided and providing the needs and demands of the other, it’s a successful interaction that will benefit both parties in the long run.
This article will delve into the latter, which is what a prospective employee can offer to the organization.
Why Is Person-Job Fit Important?
Finding new talent for a role isn’t simply about finding shoes to fill the role. It’s about finding someone to perform the job effectively. For example, if you’re looking for professionals to handle your Google Ads campaigns, you’ll need someone who has relevant with training and experience in the field. To break it down even further, here are three main reasons for finding the candidate with the best person-job fit is important.
Job Demands Are Met
A candidate that displays the person-job fit knows the ins and outs of the role they’re applying for. Familiarity, experience, and expertise in this role make them reliable in the said position. Employers may have the assurance that the candidate they chose for the role will perform effectively and apply themselves accordingly. Their ability to prioritize tasks, troubleshoot problems, and take on challenges is also a great benefit.
It Lowers Attrition Rates
Candidates who are the ideal fit are less likely to resign. The right candidate will have fewer issues in performance and are capable of meeting productivity demands. On the other hand, if a candidate is not a good fit, they are more likely to perform poorly and give up the position sooner than an organization would like. A trend of high attrition rates can be very costly.
It Prevents Extra Cost
A high employee turnover is expensive. The recruitment, selection, and training processes are time-consuming and costly. Imagine going through these processes to hire candidates only for them to resign in less than a year. Finding the right candidates on the get-go prevents this unwanted productivity loss and extra cost.
How to Hire the Right Person
Take a Deep Dive into Their Résumé
Although the résumé will include relevant experiences, certifications, training, and education, it’s not enough to provide the right insight to hire the best person for the job. It’s important not to take it at face value. There are a lot of relevant details and nuances not highlighted in that single document. Remember, a résumé is a summary of their credentials. Make sure to ask the candidate questions about their previous jobs and roles, so they have the chance to expound on their credentials and flaunt their abilities.
Look Beyond Their Résumé
There are a lot of personality tests and assessments that are free and accessible online. Letting job candidates take one during the hiring process is worth considering. It’s normal to expect candidates to put their best foot forward during the interview. But having some insight into their personalities and attitudes can be beneficial for the final deliberation. It will also give some insight into how they may perform in the job. To help get a more cohesive image of prospective applicants, consider doing a fast criminal background check as well. This is essential, especially if the position involves handling sensitive information like financial records.
Test Them Out
Speaking of tests and assessments, consider giving applicants a test to give them a glimpse of the nature of the work. One study showed that conducting practice tests helps reduce the adverse impact on the organization, decrease the cost brought about by unqualified applicants, and increase the quality of applicants. Many recruiters today facilitate exams as part of the selection process. This helps employers gauge the applicant’s expertise. A standardized test would be an efficient and effective way to measure a potential talent’s job knowledge and competence, helping narrow down the list.
See How They Fit in Your Team
Based on their experience and personality, try to picture them in the team. They may have the experience and expertise, but can they get along with their team members? Can they become effective communicators and collaborators? It’s important to see if they are also a fit for the organizational culture. The interview process should show a glimpse of how well they’ll be able to mesh with their potential team members. Make the most of this time to ask them questions about their collaborative efforts in the past. Take this chance to show them the company culture, too, so they can also assess themselves.
It’s no secret that finding the right person for the job is not as easy as it sounds. But to make the most of company resources and workforce, the current recruitment and selection process should undergo continuous improvement. Companies invest time in comparing and studying the methods of other businesses inside and outside of their industry. They should observe what’s working and what’s not, then apply accordingly.
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