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The Science of Hiring, Part 3: Demonstrating Fit

Prove you are a good fit.


This is the third part in a series of blogs on The Science of Hiring. In Part 1, the concept of “Job-Fit” proved to have a very different definition to jobseekers than it did to the hiring professional. Consider reading that article: Job-Fit: It isn’t what you think. In Part II, the use of psychological testing was examined as a methodology used by the hiring community to determine the values and the efficiency potential of a future employee. Consider reading that article as well: Job Fit: Cultural Fit and Productivity

Job-seeker responsibility:
Both articles bring up the point, “If job-fit is so important to hiring professionals, then it becomes an imperative for jobseekers to demonstrate their fit both in a cover letter and résumé as well as in the interview. That’s why jobseekers are encouraged to research the company before they write their cover letter and résumé. This may include perusing the company website, and connecting with employees or former employees through LinkedIn, professional organizations, alumni associations, and the like.

Demonstrating “Fit:”
Human resource professionals may choose any number of ways to screen candidates, regardless of their approach, defining “job-fit” is a responsibility that begins with the jobseeker, who decides what jobs s/he will pursue.

When a jobseeker takes a personality profile to determine their fit for a particular job, the tool is primarily assessing his or her values and matching them up with the business values. Therefore, it becomes critical for jobseekers to have a clear understanding of the company values when applying for the position.

First: Gather the data:
There are many sources available for this step including www.glassdoor.com, LinkedIn, the company website and others. Don’t forget about YouTube. In this YouTube video, you can quickly find the values for Bank of America:



Would it surprise you to learn that Ameriprise expresses its core values as:
  • Trust.
  • Responsibility.
  • Opportunity.
A quick Internet search “Bank of America values” quickly put words to the video. You can read about it here.

Second: Integrate the information:
I am going to assume that these core values are neither offensive nor off-putting to any jobseeker. I am assuming these are values that every employee can embrace. Therefore, the next step is to integrate the language and it’s intent into both the cover letter and résumé.

If asked to take a personality profile, take it from the perspective of how the company expresses their values both in language and in action.

Next week I’m going to share my experience as I took a full battery of psychological profiles that are currently used by talent management firms to help companies select the employees with the best “fit.”

If you have a story, please send it to:
mlareau@forwardmotioncareers.com.



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  1. The Science of Hiring, Part 4: Job Fit Assessment Process —forwardmotioncareers.com Forward Motion Careers - July 24, 2014

    […] applying for a job, I would have approached the tests differently, and I strongly recommend reading Part 3 of this series to learn how to approach these tests. 0 Flares Twitter 0 Facebook 0 […]