Posts Tagged ‘hiring for fit’

Finding the Hiring Balance Between Fit and Fact

March 10th, 2014

balanceWhen making the decision about whether to hire one promising job candidate over another, it may be tricky for you to strike a good balance between the facts about each individual and how well it seems that they will fit in your company culture.

Recruiters and hiring managers may be reluctant to rely on the hiring model of using only data, resumes, an applicant tracking system and referrals to make a primarily fact-based decision. They recognize the importance of intangibles, such as ensuring that each new hire will work well with existing teams and will be a good representative of the corporation’s culture.

However, striving for a good fit instead of emphasizing the facts about an applicant’s skills, knowledge and experience can lead to an atmosphere of fraternity and sorority-style hazing, notes a recent Forbes article by Micah Solomon that points out the pitfalls of peer assessments. He cited the example of companies such as Whole Foods, where coworkers vote on whether to retain a new hire after a 30- to 90-day probationary period. You run the risk of only hiring “people like us”, which can lead to reduced diversity.

When the company is populated by a core group of initial hires who made it through the early tough days of the startup period, they may function like immune system antibodies “that attack outsiders who bring in new ideas or methodologies,” notes Barry Schuler in a recent Inc. article.

While you may have achieved great success with your founding employees pulling all-nighters, you run the risk of missing out on a great candidate who has a family at home but is just as talented, if not more so than those who burn the candle at both ends. Schuler suggests that companies build a counterculture to help them develop a diverse melting pot of new employees.

However, you have the power to strike a good balance between fit and fact in the hiring process. Begin by examining your corporate culture, recommends Rhonda Ness in a recent article at Insperity. This will help you determine what makes people want to work at your organization. Details that make up the “sizzle” of your corporate culture and attract candidates include corporate size, benefits, work schedules, and dress code.

You will also want to convey your corporate culture to applicants by crafting detailed job descriptions instead of using generic announcements.

Ness suggests that during the interview process, you should ask applicants what role they played in the team at their last job, and find out how successful they were at working with their colleagues.

Striking the perfect balance between skill set and corporate fit is never going to be an easy task for HR professionals. However, by paying close attention to the messages you send out about your corporate culture and asking better questions during interviews, you will be a lot closer to achieving the right mix for your organization.