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Posted by Rowan O'Grady, Hays Canada President, on Wednesday, Apr 13, 2016
Fitting in at work is an important piece of job satisfaction, and it contributes to teamwork, productivity and morale. Hiring managers tell us they try to include personality fit in their hiring process, but it’s a difficult thing to measure accurately and lack of fit is still the main reason people leave jobs, and the main reason employees are let go.
How does one of the world’s leading computer technology companies find the right fit when they’re hiring?
Dell focuses on a few key factors that contribute to “fit” to find people that will support the company culture and goals, says Jennifer Newbill, Dell Senior Manager of Global Candidate Attraction, Engagement and Experience.
“At Dell, we define some core leadership principles that are common across the company — things like leading with our customers, innovation, drive, optimism & relationships amongst others, which help provide a relatively consistent way to ensure ‘fit’ with our goals,” she tells Hays.
The first Hays “Fit” report finds that 58 per cent of employers have hired someone knowing they’re not a good fit, and of those 74 per cent say that person no longer works for their organization.
Why does “fit” matter so much? It’s about ensuring everyone is aligned and working together to move the company forward, says Jennifer.
“It’s important that we align on company priorities and principles to ensure everyone is pushing forward in the same direction (the what), but we also ensure that we are inclusive in our selection to get the broadest array of background, experiences and ideas to build the most collaborative and innovative solutions (the how),” she says.
Register for the April 21 webinar to get the findings from the first Hays ‘Fit’ report or visit hays.ca/fit.
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