HIRE FOR FIT; TRAIN FOR SKILLS

Almost every company has had the unfortunate experience of hiring a highly qualified candidate only to be disappointed in their performance later. In other cases, it’s the employee who chooses to leave after only a short time period. CIO online magazine states that while technical skills are important, they are not always indicative of an employee’s success. Often it’s the cultural fit and interpersonal skills that turn a new hire into a key performer.

What is Fit?

Company fit isn’t just about likeability. Rather, it encompasses the personality, the goals of the employee and their values as well. Building rapport is also important as it instills trust in others that you are capable of getting the job done. In addition, while having a top notch skill set is admirable, companies also want someone who is humble enough to learn from others and accept new ways of doing things.

Workforce Benefits

The benefits to having a cohesive workforce with personalities that fit well together is undeniable. Companies with staffing synergy have less absenteeism and fewer sick days. They also have less employee turnover than other companies. In addition, their training costs stay low as the staff takes it upon themselves to train newcomers or to transfer skills among the group.

More Companies Lean Toward Cultural Fit

Smart companies are increasing their efforts to find candidates that fit well into their organizations. Although basic fundamental job skills are still a requirement, companies understand that specialized software skills and procedures change rapidly. Skills that are at the forefront of technology today may be obsolete tomorrow. Thus, they hire candidates that fit well with the organization and train them to overcome skill set deficiencies.

Identifying Fit

The method of identifying whether a candidate fits the corporate style varies based on the company. For some companies, it’s obvious during a face-to-face or online interview that the appearance and demeanor of a candidate doesn’t fit their culture. For others, it takes asking non-traditional interview questions to determine the candidate’s values and overall life goals.

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