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Job suitability: its importance in hiring and how to do it

Companies look for talent in the market, but is this enough? Is a talented employee always a guarantee of success, or may we discover that such a talented person is not a good fit for the job or the company? The labor adequacy is key in all this.

There are many corporations that find themselves with the unpleasant surprise that a new signing does not work out as well as they hoped. On paper, the worker was perfect for the position. But, at the moment of truth, problems have appeared. For example, it has been discovered that you do not work well in a team, or that you are not able to perform under pressure. If the organization now decides to do without that person, it must pay the corresponding compensation and, in addition, cover the costs of starting a new selection process.

All this can be avoided if a correct job suitability. Let's see what it is and how it can be done.

Table of Contents

What is job fit?

It is something so simple, and so complicated at the same time, as achieve the right balance between the requirements of a job and the skills and abilities of the person who occupies it. The more person-job adaptation there is, the greater the work satisfaction.

Here are a couple of examples of what can happen if there is a good or bad fit between the person and the position they hold.

Example of good job fit

Pedro joins company X as head of the sales team. He is a sociable person, with a lot of experience in his field of activity, with good listening skills and willing to share his knowledge. Of course, he knows all kinds of sales techniques and the product he has to market.

This new employee has the formal requirements that are necessary for the position (experience, training, etc.), but also a series of skills that will allow him to perform as a leader (ability to listen, communication...). The conclusion is obvious. In a short time, Pedro will have won over the entire work team, who will see in him an example to follow.

Examples of poor job fit

Rodrigo has a degree in computer engineering from one of the most prestigious universities, and has worked in renowned companies, even reaching positions of responsibility. But he is also a very individualistic person and does not like to socialize with co-workers too much.

You meet the formal requirements to join company X as a computer specialist, but your personal traits may prevent you from being able to collaborate effectively with your colleagues. The consequence is that neither the company nor he will be happy with the situation.

Why is it so important to get the job fit?

Because, the better the person-position adaptation, the more benefits the company obtains. 

When an employee is dissatisfied because he does not adapt to his job, or does not like the company, he usually miss more than you should. And a high rate of absenteeism multiplies the costs for the organization. That you must look for alternatives to replace that person while he or she is absent.

In addition, the situation may lead to either the company or the employee deciding terminate the employment relationship. The higher the turnover rate, more costs must be assumed by the business.

Every time an employee leaves, a severance payment must be paid, severance pay (if applicable) and, in addition, a new selection process must be started. In the meantime, another employee must take over the duties of the vacant position, which may entitle you to overtime pay. 

Considering the person-position suitability is not only the responsibility of the company, but also of the candidates. These, before applying for a vacancy, or at the time of being selected, should stop to assess if they really have everything they need for that job, and if that company is really going to meet their expectations. 

Companies should not look for the “unicorn” candidate

If many organizations have so many trouble finding the right candidate, it is because they are looking for a unicorn, something that does not really exist.

They require potential future employees to meet a series of conditions that it is very difficult for all of them to occur together in the same person. In addition, the demands tend to focus on hard skills.

For example, when we ask an applicant for a junior position to have: training, experience in the sector, to know certain work tools and to be able to prove mastery of two languages.

If such a talented employee exists, they may already be working elsewhere. So there are two options left. Or the image of the company as an employer is so attractive, and offers such good conditions, that it becomes irresistible for candidates, something that is very difficult to achieve. Or the company lowers its expectations and looks for more affordable talent.

This does not mean that you hire the first person who comes along, but rather the candidate who, while not meeting all the hard skills that would be required, yes he has a good part of them and interesting soft skills. Because this is what will really facilitate a good fit in the position.

Returning to the example of the junior job applicant. For the company it may be a good option to hire a young recently graduated. You may not have experience or know how to use certain tools, but you are eager to learn and motivated, and this will possibly make your professional development quick and satisfying.

Keys to get a good job adaptation

We have just seen that it is the responsibility of companies to be more realistic when looking for talent. They are also responsible for ensuring that they are transparent when offering a position, so that candidates can assess whether or not it is the right one for them.

Work the job description well

This is a first step in achieving job matching. The job description o job description will help the company to know what objective and subjective requirements the candidate who fills the vacancy should have.

As we have seen before, the requirements demanded must be realistic. There is no perfect 100% employee.

In addition, the job description will also be helpful in attracting the most suitable talent for the vacancy. The more you detail what the job will be like, what conditions the company offers, and what hard and soft skills would be desirable, the easier it will be for the candidates to know if their profile adapts or not to the position offered, and if they fit in it.

Rational definition of technical skills

Technical skills or hard skills are those that are needed to perform a job, and they are the first to be defined. What should the person who occupies the vacancy know how to do?

These skills are easy to check through the person's resume, personal interview, technical tests, and even by requesting references.

The important thing is to make sure that technical skills that are not really necessary are not required. For example, it's great to have bilingual staff in a warehouse, but does that company really need its order pickers to speak English?

Assess soft skills

Skills and abilities not directly related to work, but that can help with it, are increasingly valued in personnel selection. For example, communication skills, leadership skills, proactivity, the ability to manage time, the speed in making decisions, etc.

They can be measured through tests of a more subjective nature. For example, using psychometric tests, such as Hirint. 

On the other hand, the company must also be realistic when it comes to demanding soft skills from candidates, and not ask for things that are not really necessary for the position.

Seek cultural fit

Beyond the skills and abilities (technical or not) of the person, it is necessary to assess whether they are going to integrate well into the business culture. For it, It will be necessary to know a little more about his way of being.

It is important that there is an alignment between the values of the company and those of its employees. The greater the similarity, the more integrated the employee will feel and the more "loyal" he will be to the business.

For example, if it is a company that manufactures products whose added value is sustainability, there will be a greater person-position fit if the person who occupies it is aware of the importance of caring for the environment.

The selection process must be sophisticated and go beyond looking for a candidate who knows how to do certain tasks. You need to find the candidate who, knowing how to do the basic tasks of the position, can better integrate into the company. For this, as important as the recruitment process itself, is the onboarding or process of adaptation to the company. Because the fit between the new employee and their position is not always immediate, although the selection has been perfect, it normally requires a little time. 

If the entire process has been carried out effectively, in the end the company will have a new employee who will carry out their work efficiently and who will be satisfied with the professional progress they have achieved.

Hirint allows you to get to know your candidates beyond the CV, which will allow you to know which candidate best suits the job and the company, thus achieving an optimal job match, helping to save time and money. If you want to know more book a meeting with us Here

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