Madalina Balan, Managing Partner HART Consulting

Before the economic crisis, we were talking about the alarming talent shortage. Many companies were lucky to find one candidate with the technical skills and characteristics required for an open position. Nowadays, organizations are more likely to have more candidates with great resumes, experience, and references applying for the same job.

Although the easy way is to hire the most experienced, proficient candidate, doing so can be a recipe for high turnover and losing money.

In order to be a successful match and produce performance, a candidate must meet three criteria:

• First, he or she needs to have the technical skills, abilities and characteristics to do the job well.

• Secondly, he or she must have the self-awareness and self-control to sidestep derailing his or her career.

• Third, he or she has to be a good fit for the job and the company.

A company can hire the best, most skilled candidate in the market, but if he or she isn’t a good fit for the job or the company, you actually hire an employee who is going to be unhappy, unengaged, an underperformer, and, eventually, a flight risk.

The compatibility with the organization is a consequence of values, drivers, core motives, interests, and beliefs that determine what a person desires and strives to achieve.

Fit is the extent to which two sets of values align. There are 4 four levels of fit: person-job fit, person-supervisor fit, person-group fit, and person-organization fit.

Candidate/person-job compatibility refers to whether a candidate has core values to a certain job.

It is common for a person to possess the technical skills to perform a set of activities well, but his or her values don’t align with those that are core to the job. It’s a matter of whether a job offers something a person needs to feel satisfied.

Person-supervisor and person-group fit are similar in that they depend on aligning values between individuals.

People working in jobs with highly dissimilar peers have trouble fitting in, because they don’t engage well with their colleagues and can make going to work a miserable experience.

Finally, person-organization fit measures the degree to which a person’s values align with those valued of the company. Person-organization fit is a powerful predictor of engagement, job satisfaction, and organizational commitment. An online coaching training will help you to get better reults with your team members.

Employees with bad person-organization fit have a hard time engaging in their work, working efficiently in teams and aligning with organizational initiatives.

Also values and personal drivers are so important for performance and efficiently managing employees, the reality of corporations says that only 36% percent of HR executives recruit for cultural fit. But 70% of questioned companies attribute a poor recruiting decision to poor fit.

Make informed hiring decisions.

Pre-employment personality assessment is one of the most valid and cost-effective strategies for identifying the most suitable job candidates. By using HoganSelect for your employee selection process, you can identify the work style behaviors most critical for successful performance in a particular job within your organization.

HART Consulting is on the local market since 2006, offering consulting services in areas such as: selection (ROI, internal benchmark studies, personality and abilities assessments), assessment and development programs for individuals and teams (Hogan Assessments, 360 feedback, A & D centers), organizational surveys, coaching, HR seminars. We are part of international networks Hogan Assessment Systems and CCi Surveys International and authorized distributor for Romania and Republic of Moldova for these diagnostic tools.

Contact: consulting@hart.ro, +40 21.310.54.57 / 59

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