Recently, I was asked by someone to comment on the concept of "fit" as it pertains to a company's hiring criteria.
When you think about it, most hiring decisions we make are good ones (of course, there are always exceptions). "Fit" is an important ingredient in the selection process once the candidate has demonstrated they have the background and qualifications for the position.
"Fit" has different connotations to different people. "Fit" can be an emotional "gut feel" response about the interviewee and may happen within the first five to ten minutes of the conversation. However, interviewers should avoid jumping to conclusions based upon their first impression of the candidate.
In your final assessment of the candidate, in considering the "fit," ask yourself:
"Being a team player does not mean we are in a country club. It means we co-create common goals, work together towards accomplishing these goals, hold each other accountable, resolve differences in a productive and respectful manner and marshal who is on/off the team. Sometimes the team needs to make tough decisions, including who is in charge."
This comment was aligned perfectly with my company's culture and values. And, we hired the guy.
If you are unsure or have mixed emotions regarding the candidate's "fit," it's usually best to re-interview. Hiring the best people is one of the most important decisions a manager can make. Assuring a proper "fit" will reduce the risk of making a poor hiring decision. Remember the adage, "Select. Don't Settle."
COPYRIGHT AND PUBLISHER INFORMATION
© Mel Engle. All rights reserved worldwide. No part of this publication may be reproduced without express written permission from the publisher.
When you think about it, most hiring decisions we make are good ones (of course, there are always exceptions). "Fit" is an important ingredient in the selection process once the candidate has demonstrated they have the background and qualifications for the position.
"Fit" has different connotations to different people. "Fit" can be an emotional "gut feel" response about the interviewee and may happen within the first five to ten minutes of the conversation. However, interviewers should avoid jumping to conclusions based upon their first impression of the candidate.
In your final assessment of the candidate, in considering the "fit," ask yourself:
- How will this individual interact with other members of the team?
- Will this individual provide immediate tools and skills needed to our company and to me, as his/her superior? And where?
- Does this individual have the same desire to win/succeed as the others already on the team?
- Will this individual share my/our team's core value system (i.e. respect, trust, open communication, etc.)?
- What is his/her energy level? Communication ability? Listening skills?
"Being a team player does not mean we are in a country club. It means we co-create common goals, work together towards accomplishing these goals, hold each other accountable, resolve differences in a productive and respectful manner and marshal who is on/off the team. Sometimes the team needs to make tough decisions, including who is in charge."
This comment was aligned perfectly with my company's culture and values. And, we hired the guy.
If you are unsure or have mixed emotions regarding the candidate's "fit," it's usually best to re-interview. Hiring the best people is one of the most important decisions a manager can make. Assuring a proper "fit" will reduce the risk of making a poor hiring decision. Remember the adage, "Select. Don't Settle."
COPYRIGHT AND PUBLISHER INFORMATION
© Mel Engle. All rights reserved worldwide. No part of this publication may be reproduced without express written permission from the publisher.
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