Will Your Favorite Candidate Fit In?

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Some employers look closely at a candidate’s skills and experience but ignore job fit — despite the fact that job fit plays a key role in an employee’s success.

Job fit accounts for an employee’s skills, experience and needs. The perfect job fit is unprecedented, and it represents a win-win for both an employee and employer. An employee who fits a job feels engaged and happy at work. Meanwhile, in this scenario, an employer reaps the benefits of a competent, motivated employee who performs everyday work tasks to the best of his or her ability.

An employer must assess a candidate’s potential job fit during the hiring process — or risks adding a worker who cannot meet business expectations. Fortunately, there are three factors you can use to evaluate a candidate’s potential job fit:

1. Cultural Fit

Your workplace culture is transparent from the moment a candidate walks through your company’s front door. It consists of your business’ expectations, mission and goals — all of which are supported by employees — and should be considered during the hiring process.

Ask a candidate questions related to your business’ culture. For example, if your business values collaboration and communication, learn about a candidate’s experiences working as part of a team. Or, if your business prioritizes employee empowerment and personal accountability, find out how a candidate performs independently.

2. Job Content

As an employer, you should strive to put every worker in the best position to succeed. In order to do so, you must determine if a candidate “loves” the work associated with a particular role.

Identify a candidate’s strengths and weaknesses and analyze his or her ability to perform a specific job. If a candidate appears enthusiastic and energized by various work responsibilities, this individual may be a good fit for a job.

3. Education

Evaluating a candidate’s education is important, and it allows you to find out if an individual has learned the skills necessary to handle a job role. But a candidate’s education is only part of the equation when it comes to assessing his or her potential fit for a job, and it should be examined accordingly.

In addition to learning about a candidate’s education, request information about his or her real-world work experience. You can also ask for references to receive insights into how a candidate applies his or her skills to work tasks.

The Bottom Line on Assessing a Candidate’s Potential Fit

Your talent pipeline may be limited, and the temptation to hire a candidate as quickly as possible is sometimes overwhelming. However, you should dedicate time and resources to assess a candidate’s fit for a job during the hiring process. In doing so, you can identify qualified candidates who can move your business forward.

Find Qualified Candidates with Ascend Staffing

At Ascend Staffing, we partner with employers to help them find the best candidates. To learn more about our staffing services, please contact us today.

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