Job Fit: Theory and Science
Last week began a series of blogs on The Science of Hiring. Consider reading the article about Job Fit: it isn’t what you think. In Part 1, the concept of Job-Fit proved to have a different definition to jobseekers than it did to the hiring professional. This week, I’d like to discuss the “measurement” of Job Fit from the human resource perspective.
Mind you, I’m not saying that I agree with this process or that the results are consistently accurate. However, I think it’s important for jobseekers and employees to understand how hiring professionals approach this topic. (In a later blog, I’ll tell you about my personal experience.)
Measuring Job Fit
The measurement or “Value of Person—to Organization Fit” is workplace efficiency or how quickly work gets done. The more efficient a person is in an environment, the higher their P-O rating. It’s about productivity. So it is easy to see why “job fit” is of primary importance in the hiring process.
Jobseekers take notice!
Forbes posted The most important reason people fail in a new job. They site that, “89% of job failures are due to cultural fit.” That’s a remarkably high percentage and it is also the reason that hiring professionals make a big deal about ensuring it is a good fit.
If you are a jobseeker, failure to consider cultural fit could cost you years in your career—and the chances of failing in a position that isn’t a good fit are extremely high. So jobseekers should put this at the top of their list when assessing whether a job is a good choice for them.
Job-Fit = productivity …so what is it?
The common definition of “workplace productivity” in Job-Fit Theory is that, it “gauges integration with organizational competencies. The Individual is assessed on these competencies, which reveals efficacy, motivation, influence, and co-worker respect. Competencies can be assessed using various tools like psychological tests, competency based interview, situational analysis, etc.”
Job-Fit is so important that the hiring industry has developed an entire science to find tangible methods to identify the candidates with the best fit. That’s why candidates are asked to take personality tests during the hiring process. Generally hiring professionals consider three layers when evaluating a candidate.
- Knowledge and skills: How quickly can a candidate bring value? In other words, how much training will they need?
- Environment: This considers a candidate’s values and their ability to work well with others.
- Future value. This includes considerations for succession planning and the company’s growth strategy.
In this one-minute video a hiring professional discusses how they use assessments and what they learn from them. This person is from Korn/Ferry International, a leader in the recruitment industry. Notice the comment that the purpose is to find the “highest performing candidate.”
Should candidates try to out-smart the test?
Assessments are used across the hiring spectrum. They are not just for executives. YouTube has a few videos where a candidate posts the entire test for both WalMart and Target Stores. The question is: Should a job seeker try to “trip the test” and demonstrate a high probability job fit even if it isn’t true?
If the data on the relationship between job-fit and job-failure are accurate (and I believe they are), then jobseekers should making finding a job with a good fit their first priority. Job failure can be damaging to a career as well as one’s self-confidence. A bad fit can stress relationships in the work-environment, which means it is unhealthy physically and psychologically. Further, it may damage a person’s credibility to their network or at least bring potential mixed messages to a future employer who is checking references. Is it really worth it?
Tell me your story: Have you taken psychological tests for a job interview? Please tell me about your experience. email@example.com.
Next week I will talk about the application of this information to job seekers and how it can assist their job search.
Interviewing for Introverts
Jobseeker Hyper Drive
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