When it comes to hiring quality staff, most businesses consider the candidate’s knowledge skills and qualifications. However, the emphasis placed on academic success has taken a back seat in recent years with some large companies including Google, IBM, Apple and Netflix announcing they no longer require degrees. Top tier businesses are questioning whether degrees really prepare workers for careers. They are starting to hire more and more non-graduates.
While degrees are still vital parts of a CV, employers want a more complete picture of how a prospective employee will fit with the job and their business. Now more than ever before, wise businesses are hiring people for attitude and potential.
The “job fit” approach to recruitment, broadens selection methodologies and criteria, producing a more balanced and equitable approach to making an employment decision reducing bias. The approach extends beyond traditional knowledge skills and abilities model. The job fit model places importance on a candidate’s personality, work attitudes, and work values when assessing a candidate’s suitability for the role. Smart businesses are adopting recruitment processes that are unique, with equal opportunity being extended beyond the restricted domain of skills and experience into the realm of providing real opportunities for passionate motivated individuals with the potential to learn and grow within a culture they believe in.
Forward-thinking businesses are seeking a deeper understanding of their candidate pool so they can support individual success in turn building inspiring teams that get the job done.
Interviews are not merely conversations, a good interview should feel like a conversation, however, should always produce data that inform the hiring decision. Interviews are a deep dive with a distinct purpose of eliciting further information validating job fit criteria set in your job description and job ad such as knowledge, skills, abilities, experience, personality. Eliciting deeper knowledge of your candidates prior to ever interviewing them can result in 70-80 percent less time spent interviewing.
Employee turnover can be devastating to any business, keeping employees starts with hiring the right employees. Hiring for fit, by nature helps to ensure there is alignment between the business strategic goals and an individual candidate’s skills knowledge, abilities, work values, motivations, and attitudes. Endless studies have shown hiring for job fit increases job satisfaction and engagement, meaning your new hires will stay longer just because they love their work.
When you hire someone who suits their role and fits in well with your team, you’ll reap the rewards of greater efficiency and productivity. Hiring for fit creates the stage for success, whether the role demands the ability to inspire others and getting things done in a team or embracing solitude and having the initiative to work alone.
So many businesses spend so much money on internal cultural alignment however completely ignore it when hiring. Recruiting the best-fit candidate boosts the morale of your existing team because they are supported by consciously competent and motivated colleagues. Employees become unhappy fast if they feel they are doing the work of others, have team members that are less than motivated or simply not engaged and passionate about their work. The onflow can impact your customer’s experience and can cost you dearly. Always remember bad employees tend to stay, and when this happens they are toxic to your high performing team members, left unresolved, it is your best people that will leave first.
By hiring for fit you build a motivated team set up to succeed. Your employees feel well supported, are less stressed and less likely to suffer burnout or simply not want to come to work. Thus, your business will reduce absenteeism. Recruit for job fit and you’ll create a happy, healthy team while also helping the bottom line.
Hiring the right staff is about so much more than qualifications. Recruit for job fit and create a happy, healthy team that is highly productive.
Anthony Goodwin is a founder, entrepreneur, consultant, data scientist and coach with 25+ years of experience in business management, recruitment, and human resources. He holds a bachelor of business management – human resource management and postgraduate qualifications in data science.