What should employers hire for, experience or fit?
This has been a debate for the longest time. As we all know recruitment isn’t a perfect science. Your perfect candidate would have both the perfect skillset as well as the personality traits that would be a fit for the organization. At times you can fall on both but this isn’t a daily occurrence, so what should employers do when faced with the challenge?
Lean more towards fit:
In this scenario it is probably best to hire the person who has the better fit. Why is that you may ask? You can’t change someone’s personality but you certainly can help them improve their skillset. How many times have I seen companies hire some technical superstars who lack the personality and then the group becomes incohesive. I am sure many of you have seen this, people resigning over the fact that they dislike their boss or someone in the team who does not have the right cultural fit.
How do we hire for Cultural fit?
I think it is important to be clear on the company’s mission and values. How do we make that clear in an interview in order to select the best candidate. Mention it on your website, mention it when interviewing. See how the candidate reacts and have certain behavioural based interview questions to see if they fit into the organization. Values are also very important (yes some people can lie during an interview, but there are also tests that can be given if there is an interest on the employers part) Values are key…I can even speak of a time when I worked for a company where we had an unmotivated toxic person in our team. This was very challenging for me as it went against my values. This then leads to a toxic environment. You can also ask during the interview, why would you be a fit for our organization.
If someone has a perfect 10/10 skillset for the job but isn’t a fit, you are better off hiring a 7.5-8/10 and then having them improve their skillset. Also, if there is a fit employees are more motivated and will be happier and more productive. They will invest more of themselves in growing the business.
JULIA ABBRUZZESE is a headhunter and recruiter with over 20 years of experience focusing on Accounting, Finance, Tax, HR, Sales and Marketing. As the head of Personnel Empower, Julia brings an empathetic and human-centred approach to her work, ensuring candidates and companies always find the right fit.
Technology, Sales & Consulting Leader
3 年I would agree Julia Abbruzzese, CHRP. Skills can be taught and learnt, whereas fit is more innate and either is there or is'nt. Thanks for sharing this timely insight.
Global Finance Executive | Credit Management | Operational Risk Management | Cash Flow Optimization | Working Capital | Revenue Recognition | Digital Transformation | M&A | Contract Negotiation | Customer Experience
3 年This is a good article Julia. It is becoming harder and harder to determine the right fit, when organizations are always changing. The new covid environment is a good example. We are now seeking employees who can work from home and in the office. The right fit for me is about attitude, work ethic and desire. Everything else can be taught.
Management Consultant | Human Resources & Organizational Effectiveness
3 年Love it! Such a good advice. If the fit isn’t quite right, it won’t work. Even if the skill set is there/could be improve.
I would say it has to be a combination of both. The individual must have the skills required, unless it is an entry level position and even then dependent upon field. You wouldn't hire someone to be a plumber w/o them having the training and experience. So" the train skills position" I disagree with. As to fit, well yes culture fit is important. So what do I mean. If an organization is extremely extroverted in its manner, and are looking for HIGH energy individuals to join its team. You wouldn't send them someone who is introverted or not comfortable around extroverted people. It wouldn't work. So looking for "culture fit" is needed. It just has to be tempered as a part of the criteria for the role, not the reason to hire. Each organization has its nuances and we as recruiters want to make sure we check off those boxes. Because that is what the client wants. It just needs to be clear, what does "culture fit" look like and how important is it in the hiring process.
Everytime I have heard of "fit" it was spoken for some subjective attributes which have no bearing on the competencies needed. Also non diverse trams have members that "fit". Boys club are developed and are a results of "culture fit". Which criteria do you use to define fit?