Over the years, it’s been discovered just how important ‘fit’ can be. We talk about things that fit, and instantly, our audience is aware of the effect. When you think of things that don’t fit, consider the emotional reaction to the last pair of designer shoes on the sale shelf, being the new kid at school this fall, or even the boat you’re trying to store in your garage for the winter. If it doesn’t fit, you can assume things will be uncomfortable, lonely, or disappointing.
Though unemployment numbers are low, those new to the job market are still trying to find their place. Since job suitability is a bit more challenging to determine than shoe size, here are 5 tips to help you define fit in your organization:
Leadership styles can be as unique as snowflakes. Your organization will establish a pulse based on the expectations, objectives, and direction of your senior leaders. Employees who align quickly with the vision of your most senior leaders are more likely to be considered a ‘good fit’ than those who do not.
Just like the new kid at school, new employees want to fit in, be accepted, and contribute to the goals of their team. Depending on the personality style of the employee, they may not appreciate the dynamics of a position. Quickly identifying personality traits and behavioural preferences of the team will give you the power to identify fit a whole lot faster and with more accuracy.
Understanding the employee’s preference for customer/public interaction will help determine their ability to fit into a role. Those who prefer close, familiar circles may feel the job is a poor fit if more of a “rapid fire on the front line” type of role.
When running a marathon, stamina is significantly more important than speed. If you’re a runner who likes to go fast every time you lace up, you may find marathoning a bit of a challenge. An organization’s pace of business will certainly affect employment fit. If the pace of the business does not align with an individual’s personal preferences, conflict and struggle is a near certainty.
Risk levels, the organization’s tolerance for risk, and the employee’s propensity for risky behaviour will all play vital roles when evaluating fit. Consider the risk tolerance levels required from those involved in disaster relief currently responding to British Columbia’s emergency state declared earlier this month. If the individual’s ability to perform their duties while tolerating risk were not in line with the organization’s requirements, results may be fatal.
When things fit with ease, you can expect better work-life balance – and a lot more fun! I’ll never forget the first time the zipper closed on my wedding dress after 6 months of hard work – it fit! Or even more relevant to our Western Canadian employers – the new employee who fits into the organization’s culture, individual team or work group, and their specific role. That sounds like a win-win-win! Achieve your own win-win-win by defining fit for your organization and its roles – contact SmartHire® today!