Soft Skills and Job Fit
Soft Skills Matter
A candidate's technical skills are readily accessible through resumes, references, and interviews; soft skills are less evident. Soft skills include communication, patience, empathy, problem solving, among others. Think about someone in the workplace who has a positive outlook, is a good communicator and listener, can decode emotions, and possesses a level of critical thinking, intelligence, and social assertiveness. The importance of soft skills can't be over stated particularly involving customer service, sales and leadership roles.
Consequently, significant interview time is devoted to assessing soft skills. You know the candidate CAN do the job. But you need to know HOW they will perform to thoroughly establish a good job fit; and your decision needs to be objective, succinct, consistent, and accurate.
Key points about "bad job fit":
As a hiring manager; how much time will you need to assess each candidate to avoid hiring the wrong person.
An example of a poor cultural fit occurs when an individual hired into a company with a fast-paced, collaborative environment who prefers to work independently and at a slower pace, or when a company with a multigenerational workforce makes talent decisions based on negative stereotyping, instead of objective job fit data.
Other examples of a mismatched employee and cultural fit could include:
Bad Fit Employee Behaviors
Symptoms of a bad fit employee's behavior include: consistent poor performance, frequent absences, negativity, lack of engagement, resistance to feedback, poor communication, conflicts with colleagues, tardiness, lack of initiative, insubordination, and a general negative attitude towards the job, company, or culture.?
Four Practices to Mitigate "bad job fit" turnover:
Matching soft skills to the job is paramount particularly in these three roles: customer service, leadership, and sales.
? Interview Select and Retain Better with Data
Three Erroneous Reasons Managers Don't Use Valid Job Fit Assessments
1 Candidate's Won't Apply if Asked to Take an Assessment
Our studies found that only 7% of applicants opted out of being assessed - These applicants weren't serious candidates and they most likely would not have made the grade. Avoid wasting time on processing tepid applicants.
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2 Assessments Increases Time to Hire
Our customers save time by assessing their best candidates first. The system stack ranks candidate's job fit scores thus reducing the number of interviews and the risk of losing top talent. Managers spend less time per interview, and conduct fewer interviews using assessments. Marathon interviews and call backs are a rarity.
3 Assessments Are Costly
Customers pay only for the assessments that are scored. If ten candidates complete the assessment and only three are selected for interviewing then the client's assessment inventory is reduced by three, not ten. Customers experience an outsized ROI from reduced turnover, faster hiring, and better engagement.
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