Finding The Right Fit

Just hot off the press we find another interesting article.

This time it’s not about “hating your boss” it actually has realistic view of today hiring practices – interviewing for no specific position.

“Defined job description or not, every interview boils down to a good match. Does the environment match? Do personalities match? Do expectations and goals match? Having honest conversations about the organization’s needs and your overall experience and skills without the constraints of a specific position outline allows both parties to learn more about each other and identify interesting complements and dovetails that might not have been uncovered otherwise”.

Match is definitely key element of the right fit, but how is it measured? What is it measured against? And what measuring tools are being used in order to determine that right match?

Author also suggests: “It is safe to say that with any industry or function, there are fundamental competencies that remain no matter what else changes. For example, technology will always be concerned with innovation, consumer goods will always be concerned with customer focus, and finance will always be concerned with compliance and accuracy”.

Prepare and practice achievement stories for the core competencies associated with the industry you are interviewing with and complete as much research as you can about the company. Moreover, have thoughtful, sophisticated questions prepared. This will allow you to participate in the interview, instead of merely playing the role of interviewee”.

Well, one thing we definitely agree on is that with any industry or function, there are fundamental competencies that remain no matter what else change. This means that at the end of the day it’s all about very specific qualities and expertise required for particular position that has to have some sort of measuring benchmark.

The story ends with: “My friend has completed telephone interviews with HR and one executive, has had lunch with two internal recruiters, and will have a final interview with another executive. These interviews have been more conversational than behavioral, and having had the opportunity to ask almost as many questions as he has answered, he has been able to demonstrate his genuine knowledge. At the same time, both sides have been able to assess fairly both interest and alignment”.

We can only hope that this hire is going to work out for the company due to time and effort they have put in to it. If this person will end up leaving after just a few month due to the fact that they simply missed his “independents factor” putting him under close manager supervision, the time and money spend on 5 people engaged in the hiring conversations (and this is just soft costs) will be just written off as a business loss.

If you struggling with employee turnover, wondering about your employee’s loyalty or having hard time finding the right people for the right position contact us today.