There is no greater tragedy in business than hiring competent individuals for jobs in which they’re destined to fail. When this happens, the cost to both the organization and individual is huge. When that person leaves or is fired, not only does the organization lose a competent individual, but there is also the cost of turnover to consider. For the individual it’s been a waste of their potential and hit to their self-esteem.
What is Job Fit?
Job Fit is the concept of identifying the core competencies (characteristics) which are required for an individual to do the job in question.
How does job fit work?
When hiring or promoting someone, employers have basically three questions: 1) Can the person do the job? (Which is a function of their cognitive ability), 2) Will they do the job? (Which is a function of their occupational interest), and 3) How well will they’ll fit with the job? (Which is a function of their behavioral traits.)
One of the ways to answer those questions is to conduct a concurrent study with our PXT Select assessment in which a group of top performing individuals in a specific job are assessed for their cognitive ability, occupational interests, and behavioral traits. The resulting data is then used to create a unique job fit profile (also known as a Performance Model) that lays the foundation for the skills and characteristics required by your company for selecting, hiring, and promoting talented people for that specific job. The performance model shows, for example, whether the job calls for someone with strong numeric reasoning ability, or someone who works at a more urgent pace or a steadier pace, or whether the job calls for someone to be outgoing or more introvert. When reviewing the candidate’s PXT Select assessment results, you will quickly be able to see whether the candidate falls within or outside the target ranges.
In those cases where an employer doesn’t have successful incumbents to assess, the PXT Select assessment has an expanding library of Performance Models which have been tested to ensure the models reflect the ranges of people who have been successful in that job. A third way to create a Performance Model is through the use of a “Job Analysis Survey” which contains questions for the hiring manager about the job in question. That information is then combined with a library Performance Model to fit an organization’s unique requirements for a specific job.
Our PXT Select assessment, in addition to providing information about a candidate’s core competencies, provides customized, tough, open-ended, and behavioral-based interview questions that are prepared specifically for each candidate based on their assessment results. Bottom line, our PXT Select assessment, which is built around the concept of “Job Fit”, will help you make better hiring decisions by helping you understand the core characteristics required to do the job in question. By including job fit as a key factor in your employee selection process, your hiring process will be significantly more effective. Matching people with the work they do creates a solid workforce that has the right people in the right positions.
We have the tools, means, and experience to help you. Talk to us, we’d like nothing more than to help you and your organization.
By the way, you may also find the following recent articles on the “Great Reshuffle” and “The Great Resignation” interesting.