JobFit – What does a good fit mean? Part 1

Normally, when we promote or hire someone, there is a process where there are a number of interviews, a review of experience and skills along with reference checks.  With all of that, why then do we not hire or place the best candidate for the position?  What are we missing?

What you see is only the tip of the iceberg.

A person’s education, training, background and experience are only the tip of the iceberg in the characteristics that make up a good employee.  That is the part of the iceberg that is above water.  This is what is revealed during an interview, from the resume and from a background or reference check.

We also only see what we want to see.  We are all subjective when we talk or listen to someone, we just naturally use our own experience and judgement.

What is below the surface, and what you really need to see.

Not as obvious, like the 90% of the iceberg that is below the surface, but critical to a person’s success in a positions are the soft skills.  These are characteristics such as thinking style, occupational interest, behavioural traits and job fit.

What all employers want are people that fit their culture, environment, management style and co-workers – all soft skills that better predict employee fit, satisfaction and retention.  Employees should have good job skills, or hard skills, or be willing to learn.  If an employee has the hard skills an employer needs, but their soft skills do not “fit” those of the organization, then the chances of the employee performing at his or her best is unlikely.

What does this mean?

If we can find a way to reveal soft skills that a person possesses, in an objective way, we will have a huge part of the answer to whether or not they will be successful in the position, if they will stay and if they will be engaged.  It will also give excellent insight for management on how best to work with them as well.

Next we will explore some of the methods to reveal the 90% of the iceberg that we cannot see.