Job Fit – or Mis-Fit?

Have you ever tried to put a square peg in a round hole, fit a 1/2” bolt into a 7/16” nut, or pour 36 ounces of beverage into a quart container?  How about wearing a pair of shoes that was a size too small?  If you’ve attempted any of these things, you not only know how frustrating it can be, but you also understand how important “fit” is.

Sometimes it’s obvious when things don’t fit.  But when you’re trying to fit people with jobs, it can be a real challenge.  We’ve all been told, “You can do anything if you put your mind to it”.  So, it’s easy to have the feeling that when a job causes stress, when a job is done poorly, when a job makes you uncomfortable, it’s your fault.

Furthermore, many people assume that working must be distasteful.  To them, work (by definition) is something you dislike doing.  They are of the mindset that it’s not possible (or it’s not right) that people could actually enjoy doing what they do to earn a living.  But look around.  There are people who love their work.  They may even define who they are through the work they do.  If they were not employed in their field, they would do the same “work” and call it a hobby.  Think of a recreation you really enjoy.  Did you ever stop to think that there are people who make a living doing your “hobby”?

The reason for much of the discontent found in the workplace is that people get put in jobs in which they do not fit.  This lack of fit makes them feel uncomfortable, but the discomfort is accepted because “it goes with the territory”.  While everyone typically had to endure a few jobs that don’t really “fit” – especially at the entry-level – no one should feel they must face a lifetime in this situation.

From an employer’s point of view, it is difficult, if not impossible, to achieve their business goals with a workforce of misfits.  When employees don’t fit their jobs, problems multiply, morale suffers, productivity goals are not reached, and high, costly turnover becomes a fact of life.

Why Don’t People Fit?

While there are many reasons for not achieving “job fit”, there are three primary reasons.  

The first reason that the person is not a good fit is because of their cognitive ability.  Different types of jobs require different categories of mental abilities.  Two of the most common cognitive abilities are verbal and numerical reasoning.  As with other human characteristics, these abilities are not equally distributed throughout the population, so it’s important to know if your job applicants have the required mental skills your jobs require.  These are things people are born with and no amount of training can compensate for this deficiency.  

A common mistake employers make is their emphasis on hiring the smartest people available.  But the truth is that not all jobs require highly intelligent people.  When you hire people who are “too smart” for the job, they will quickly become bored.  They often perform poorly because the dullness or repetitive nature of the work doesn’t hold their attention.  They may not focus on their work, but either let their minds wander or they find creative ways to create mischief or even mayhem in the workplace.  Research has shown that general mental abilities are the number one predictor of success in a job; thus, a first step in achieving “job fit” is to find people whose mental abilities match the work to be done.

A second reason for not achieving “job fit” has to do with their occupational interests.  Just because someone is good at doing something, it doesn’t mean they want to do it.  An interest in administrative/financial tasks means the individual would enjoy working with numbers, facts, statistics, and figures.  Some people are comfortable with data, easily memorizing phone numbers, batting averages, price lists, or inventory stock numbers, while others can’t remember their own social security number and prefer working with or helping people or working with tools, machines, and mechanical devices.  Matching people’s interests to jobs that complement their interests is important.

A third reason for not achieving “job fit” is all about an individual’s core behavioral traits.  Some people enjoy work that involves helping or working with others while other people prefer to do their work in a solitary office or cubicle away from distractions, noise, and other people.  Some people are comfortable in situations that require them to make decisions quickly while others need time to reflect and consider multiple options.  Some enjoy taking a leadership position while others are comfortable following someone else’s lead.  Some are comfortable working in a fast-paced environment while others need a slower, more routine pace.  Some bring an analytical approach to the job while others are more intuitive … and the list goes on.

To achieve “job fit” in your organization, you must have a method for measuring these and other qualities and this is where the PXT Select assessment can help.  It gives you the information you need to fit people with the work you need done and it provides insights into the most effective way to train, coach, and mentor individuals.  The PXT Select is the key that opens the door to greater productivity, reduced people problems, and greater job satisfaction through “job fit”.  

The PXT Select assessment isn’t the only tool in our toolbox.  We have a suite of assessments for Emotional Intelligence, Everything DiSC, Customer Service, Integrity, and 360s as well as culture consulting, and a host of training programs.  

Check us out at www.GreatLakesProfiles.com.  We’re here to help, reach out to us at [email protected] or call us at (248) 388-0697.