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Posted by Rowan O'Grady, Hays Canada President, on Wednesday, Apr 20, 2016
Personality fit is the main reason people leave jobs, and the main reason employers let people go. So why aren’t we doing more to measure fit before the job offer or acceptance?
Are we in such of a hurry to find fill a desk, that we’re not figuring out how they’ll fit in the office?
One consistent finding of the Hays Fit report is that employers and candidates are not accurately measuring “fit” during the hiring process. This is one of two things. Either they’re not considering fit at all, or they think they are but are measuring the wrong things.
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How can you find the best fit? Take your time. It may seem urgent, but if you rush the hiring process and end up with an employee or job that is a poor fit it will affect work outcomes, overall happiness, and team morale.
Get to know the candidate through multiple meetings to ensure you get to know the individual.
Engage your team that will be working with the potential hire and have them meet the individual for coffee, or invite the person to a team outing. This will help you assess how the person interacts with your team as well as how your current team responds to the individual.
The grass isn’t always greener on the other side, no matter what the persuasive hiring manager says. Ask to meet some of the team, other members of the organization, or to walk through the office. This will help you really see if you’re a fit or not.
You may not want to make these demands early on in the hiring process. As you get further along and if you’re confident you’re one of the final candidates, then approach your hiring manager with these requests.
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