Check out this month's performance pointer from Penumbra Group, your best resource for training and development solutions.
Ask experienced managers “Have you ever made a
bad hiring decision?” and most will confess to at least
one. Ask “Why was it a bad decision?” and the
answer is usually “They were a really bad fit.” But
what is “fit” and why is it so important in hiring?
Certainly one element of fit is identifying the right
functional and technical skills, but even the most
technically qualified employee can crash and burn
(and take morale and productivity with them).
Beyond functional skill - the ability to perform - fit
requires personal motivation, stress tolerance,
communication, social and other skills, - the
motivation to perform.
In one study almost as many managers said fit and
potential were the most important factor in hiring and
as those who cited functional competency. Poor job
fit is the main reason for turnover and job
dissatisfaction. It drains resources and negatively
impacts organizational performance and profitability.
Since managers spend 60% of their time resolving
people issues, improving job fit in hiring directly
To improve your hiring “fit-ness,” first, clearly define
the job and the competencies critical for success in
the role. One way to do that is to model your most
successful performers in that role, or similar roles.
Next, create behavior-based interview questions and
use valid assessment tools to determine each
candidate’s potential fit. Finally, train every hiring
manager to objectively and consistently evaluate