Hiring employees for fit is quite possibly the most essential business need today. You may think that statement is too bold, but consider how central your people are to every single part of your business.
Your employees are the ones who create positive (or negative) team environments, boost customer loyalty (or not), choose to put in their discretionary effort (or choose to slack off), and so on…
Do you actually screen for fit when hiring? Have you put thought into how fit can be assessed during your interview process or when you’re testing candidates? Because I can tell you, you won’t be able to gauge fit based just on their resume, their C.V., or even their cover letter.
More and more businesses are focusing on fit in their hiring process, and you must do it too if you want the best people. You need people who will thrive in your workplace’s culture. From my experience in the employee engagement industry, I know that if you hire people who don’t fit, they won’t be engaged.
Engaged employees directly impact your company’s productivity, success, and long-term sustainability – and you won’t get there if you don’t focus on fit! Here are just a few examples of the benefits of engaged employees:
- Companies with engaged employees outperform companies without engaged employees by up to 202% (Gallup)
- Companies with high levels of engagement show turnover rates 40% lower than companies with low levels of engagement (HayGroup)
- Highly engaged work units have 70% fewer safety incidents (Gallup)
- Highly engaged teams are 21% more profitable (Gallup)
- Offices with engaged employees are up to 43% more productive (HayGroup)
You can determine if your employees are engaged – and identify priority issues – by consistently measuring employee engagement with an employee engagement survey. With real data from your company, you will be able to make improvements to things like your workplace culture, hiring processes, or leadership styles.
Not only will employees who fit be more engaged, but they’ll be more likely to stay longer too.
To hire for fit, you need to define what workplace culture you are building. What values and norms are embedded in how your company conducts business? What are the behaviors and attributes that are most likely to help someone perform well in your organization? Then, you need to figure out how to screen for those things during the hiring process.
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