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The Science of Hiring, Part 1: Job Fit

Job Fit: It isn’t what you think.

“Job Fit” and “Cultural Fit” have become common terms in the hiring realm. Both terms may seem innately vague, however they are at the core of successful hiring processes. Both jobseekers and employees will find that a thorough understanding of these concepts from a business perspective is critical for two reasons:
  1. They will be better equipped to identify employment opportunities that are the best match.
  2. They will be prepared to satisfy the “Job Fit” and “Cultural Fit” requirements when conversing with Human Resource professionals and Recruiters.
Job Fit: What is it?
The definition of Job Fit from a jobseeker or employee’s perspective may be very different than the perspective of the hiring industry.
Jobseeker/Employee:
From the jobseeker and employee’s perspective, job fit is often associated with job satisfaction. Employees want to enjoy going to work. They want to enjoy the people they work with, be productive, contribute to a greater cause, and be rewarded for their effort and accomplishments.”

Business/Hiring professional:
From a business perspective, job fit is a critical component of an effective and profitable business or company. Personality—job fit theory delves into personality traits that reveal insights into the adaptability of a person into an organization. It is called the P-O fit.
A leading expert in the Human Resource field, Susan M. Heathfield encourages businesses to pay close attention to Job Fit when selecting potential employees. She writes:
“It’s a significant factor in whether employees thrive in their jobs… Job fit is a concept that explains whether the intersection between an employee’s strengths, needs and experience, and the requirements of a particular job and work environment – match – or not. When the two interests match, an employee and your organization experience a good job fit.” (Full article: Assess Job Fit When You Select Employees)
For many hiring professionals, Job Fit is a measurable component of the selection process. Next week I will discuss how Hiring Professionals approach Job Fit and the implications to jobseekers as they apply for opportunities and respond to inquiries from the hiring community.

Question: How do YOU define Job Fit?
Please email me or comment to this post and let me know your situation and your perspective or experience with regard to Job Fit.
Email: mlareau@forwardmotioncareers.com.

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