Role-Candidate Misalignment

INTRODUCTION

"A chain is only as strong as its weakest link" – Old Proverb

Have you ever hired someone who looked great on paper but ended up being a poor fit for the role or the company? Or have you found yourself in a job that just doesn't feel like the right fit, despite your qualifications and experience? If so, you're not alone. Role-candidate misalignment is a common challenge for both employers and employees, and it can have significant consequences.

Role-candidate misalignment occurs when an employee's skills, values, and goals don't align with the requirements of the job or the company culture. For example, a highly skilled engineer may struggle in a leadership role that requires strong interpersonal skills, or a creative marketer may feel stifled in a rigid and hierarchical organization. When there is a mismatch between the employee and the role, it can lead to a host of issues, from low productivity and morale to high turnover and recruitment costs.

Statistics show that the costs of role-candidate misalignment are not insignificant. According to a survey by Leadership IQ, a research and leadership development firm, 46% of new hires fail within their first 18 months on the job, with 89% of those failures due to attitudinal reasons rather than lack of skill. In other words, these employees weren't a good fit for the company culture or values. This can be a costly mistake for companies, with the cost of replacing a single employee estimated to be up to 50-60% of their annual salary – a figure that runs into billions of dollars every year just for the US companies.

Why Role-Candidate Misalignment Matters

“Great vision without great people is irrelevant." - Jim Collins

Do you wonder why some companies get to become great market makers while most don’t really live up to their full potential? Much can be said about factors like their business plan, market, product, but the real differentiator between a “great” company and a “good” company is its people.

Hiring the right employees is crucial for any company that wants to succeed in a competitive business environment. Bad hires can be costly as well as have a negative impact on team morale and customer satisfaction.

The most common reasons for a bad hire, as per a study from SHRM, are poor skills and a lack of motivation, highlighting the importance of finding employees with the right combination of technical expertise and personal drive.

On the other hand, hiring the right employees can have a hugely positive impact on a company's success. Talented and motivated employees can help to drive innovation and growth, bringing fresh ideas and new perspectives to the table. They can also help to create a positive work culture, leading to greater employee engagement and retention.

Just meeting financial targets is not sufficient anymore for a company. Every company with even an iota of ambition for being a market leader, should care how it is perceived by people both inside & outside the company. Managing Role-Candidate Misalignment well can just be the difference that makes a “good” company “great”.

Understanding Impact Of Role-Candidate Misalignment On Your Business

"The cost of hiring someone bad is so much greater than missing out on someone good." - Joe Kraus

As a hiring manager, you know how crucial it is to find the right person for the job. But what happens when that person is not a good fit for the role or the company as a whole? Role-candidate misalignment can lead to a host of negative impacts for both the company and the employee. Here are three ways this misalignment is hurting your company:

1.?Increased turnover: When employees are put into a role that is not aligned with their skills, values, or interests, they are more likely to leave the company. In fact, a study estimates the cost to be anywhere between $25,000-$50,000 per affected employee just for the US corporate sector.

2.?Lower productivity: Another critical problem that arises from role-candidate misalignment is lower employee performance. According to Gallup, companies with high employee engagement levels experience 21% higher productivity. However, employees who are not aligned with their role, team, or organization may struggle to perform well, resulting in lower productivity, quality, and customer satisfaction.

3.?Reduced collaboration: When employees are not aligned with their colleagues, they may struggle to work effectively as a team. This can lead to misunderstandings, conflicts, and reduced morale. According to a study by Harvard Business Review, 75% of cross-functional teams are dysfunctional. If you're seeing any of these negative impacts among your employees, it's time to take action to reduce role-candidate misalignment.

How Role-Candidate Misalignment Affects Employees

"You cannot fit a square peg into a round hole, no matter how hard you try." – Unknown

As hiring managers, we often focus on job-related skills during the hiring process to ensure that candidates are qualified for the role. However, we sometimes overlook the importance of finding the right fit in terms of company culture and values. This can lead to Role-Candidate Misalignment, which can have a negative impact on both the company and the employee.

Here are some ways in which Role-Candidate Misalignment can negatively impact employees:

1.?Job Dissatisfaction: When employees are not aligned with their roles, they may become dissatisfied with their jobs. This can lead to decreased motivation, lack of engagement, and even burnout. According to a study by the Society for Human Resource Management, job satisfaction is directly linked to employee engagement and retention.

2.?Increased Stress: When employees are not aligned with their roles, they may struggle to perform well at their job, resulting in increased stress levels. This can lead to decreased productivity and even physical and mental health issues. A study by the American Psychological Association found that workplace stress costs US companies an estimated $300 billion annually.

3.?Reduced Opportunities for Growth: When employees are not aligned with their roles, they may not be able to develop their skills and grow within the company. This can lead to decreased opportunities for career advancement and professional development, which can be demotivating for employees. According to a study by LinkedIn, lack of career advancement is the number one reason why employees leave their jobs.

As a hiring manager, it is important to consider not only a candidate's job-related skills but also their fit with the company culture and values.

Identification of Role-Candidate Misalignment Situation

"When you align personal passion with organizational purpose, nothing is impossible." – Unknown

Identifying role-candidate misalignment is crucial for the success of both the employee and the company. By now, we understand that when a candidate is placed in a role that is not suitable for their skills, values, or work style, it can lead to negative consequences such as poor performance, low morale, and higher turnover rates. To avoid these consequences, it is essential to be able to spot role-candidate misalignment early on in the hiring process or in the employee's career.

Here are some tips on how to spot role-candidate misalignment:

1.?Monitor employee performance and engagement: Keep track of employees' performance metrics and engagement levels. If an employee consistently underperforms or shows signs of disengagement, it may be an indication of misalignment.

2.?Conduct regular check-ins and feedback sessions: Regular check-ins and feedback sessions can help identify potential issues before they escalate. These sessions can provide an opportunity for employees to share their concerns or provide feedback on the job and the company culture.

3.?Pay attention to employee behavior: Look out for signs of frustration, stress, or disinterest in the job. These behaviors can indicate that the employee is not happy or engaged in their work. By spotting role-candidate misalignment early on, companies can take proactive steps to address the issue, such as providing training, adjusting job responsibilities, or exploring alternative roles within the company. This can not only improve the employee's job satisfaction and performance, but it can also lead to a more positive work environment and higher retention rates.

At MKCS, we believe that identifying and addressing role-candidate misalignment is key to the success of both the employee and the company. If you are struggling with identifying or addressing role-candidate misalignment in your organization, reach out to us to learn how we can help.

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About The Author:?Meet Meghna, the career coach on a mission to help you make conscious career choices. With over 20 years of experience in the education industry, Meghna has worked with startups, big corporations, NGOs, and esteemed educational institutes globally. She has counseled numerous individuals on their career paths and believes in keeping the individual at the heart of the counseling process. Meghna founded MKCS to provide conscious career choices and career guidance for students, working professionals, institutes, and corporates. MKCS offers various programs, including workforce readiness programs for students, career planning for professionals, professional profile building and deeper insight into candidates/employees for HR departments and recruitment companies.

She can be reached at [email protected] or +971-55-33-93-115