Assess Job Fit To Find the Right Employee

What is the difference between job fit and person-job fit?

Job fit and person-job fit are two related but distinct concepts used by employers to select the right employee for a particular job.

Job fit refers to the process of determining whether an applicant’s skills, qualifications, and experience are appropriate for a given job position.

Person-job fit is an even more detailed analysis that considers both the individual characteristics of an applicant and how they would specifically match up with a given job position.

Person-job fit goes beyond just looking at qualifications; it looks at how well the applicant might perform in the role.

Factors such as personality, values, motivation levels, problem-solving skills, communication style and other specific attributes are all taken into consideration when evaluating how well an applicant fits with a certain position. This type of evaluation enables employers to make better hiring decisions by identifying applicants who will be successful in their new roles from day one.

3 Steps to match the right person to the right Job

 

Start with Assessing your Job

When looking to fill a job, employers are often faced with the challenge of how to evaluate whether an applicant is the best fit. In order to measure job fit and make sure they are hiring the right person for the role, there are a few key steps that employers should take.

First, it’s important for employers to have a clear understanding of what it takes to be successful in the role and create criteria which applicants must meet in order to qualify. This could assessing autonomy levels, repetitive task volume, career trajectory and job reward motivators. Asses the Leadership and benchmark traits that work best for your teams.

 

Ask the Right Interview Questions

To assess job fit, one of the most common methods is obviously through interviews. We recommend a combination of behavioral interview questions and situational questions.  Asking the right questions will help you identify if the employee is right for your organization and for the job. Ask about their education and training, experience, interests, values, beliefs, and outlook. Inquire also about their motivations and the environments that they feel they would work the best. Remember that to fully assess job fit, you don’t only consider the job but also your organizational culture to get the total picture of how well they are suited for the position.

Try to avoid close-ended questions.

Focus on questions that will give you insights on performance, accomplishments, and challenges.

Listen carefully so that you could probe further when necessary.

Think of reference checks as a way to confirm or refute your assessment of a talent’s job fit.

 

Testing/ Reference Checks/ Background checks

Skill tests and assessments are often a popular choice to measure job fit than traditional methods of recruiting. Conduct your own in-depth reference checks. Ask the references their thoughts on job fit. Describe the role, the company and leadership to the Reference for validation on fit. Conduct criminal background checks. It’s one of the important tips for employee pre-screening. While the Republic Act 10173 or the Data Privacy Act of 2012 affected how HR usually conducts background and reference checks, it’s still one of the most reliable ways–with the right questions–to get valuable insights on how a potential employee fits in a certain job or environment.

Can Agency 8 help you fit the right job fit?  We would love be your partner to success. Contact us at 832.284.4191 or email us at team@agency8recruiting.com to learn more.