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What Is The Right Fit Anyway?

October 2nd, 2017 | Posted by ATS in HR | Recruitment | Time and Attendance Blog, Workforce Management Software

That’s a tough one to wrap around one’s head when a company says they are looking for the ‘right fit’? What’s the hidden meaning behind these words and will your company know the ‘right fit’ when you see it and if so, what does it represent? Some have argued that these words mean some companies are only interested in hiring candidates who attended the same schools or have the same circle of friends and/or associates as their current employees. If that’s the case, why not say so, on these job applications?

What Is The Right Fit Anyway?

In her article, Hiring Fit vs. Hiring for Inclusion: Which Route Should You Take?

Lin Grensing-Pophal writes, “HR professionals are talking a lot about “hiring for fit,” and the concept seems sound. After all, to create and maintain a strong corporate culture, companies would seem well-served to ensure that new hires will fit into that culture. But is there a flip side to this commonly held wisdom? Could building a culture based on “fit” keep out those who are different in some way? Does it create equal employment opportunity risks? Are innovators being excluded? How can HR leaders help their companies find the right balance?”

The importance of preserving culture within an organization is at times, nothing more than a load of baloney. Progressive organizations are that the ones who are who are diverse in thought and people. The words ‘right fit’ are embraced by some companies, thereby limiting their own growth prospects simply to attract candidates who think like them.

In closing, Lin Grensing-Pophal’s article, in SHRM, contains 6 tips for companies who hire based on ‘fit’:

  • Hire from the broadest pool of applicants. Go beyond recruiting from the same education programs. Go beyond word-of-mouth hires.
  • Use neutral job descriptions focusing on the essential job requirements and the requisite merit, education and skills needed for each position.
  • Identify the company’s core values and how a person who is a strong cultural fit best represents these values.
  • Have a wide panel of interviewers from a variety of backgrounds interview job candidates.
  • Focus on what the individual will be able to bring to the company based on his or her experience and how that will advance the company’s goals, mission, sales and success.
  • Make inclusion a goal during the onboarding process.

Apex Time Solutions (ATS) is the global leader in delivering workforce management solutions in the cloud. Thousands of organizations that spans Canada, South America, US and Europe— including Fortune 500® — companies use ATS TimeWork OnDemand to control payroll costs, minimize compliance risk, and improve workforce productivity.

To learn about ATS best-in-class time and attendance solutions, job costing, employee scheduling, forecasting, payroll and workforce analytics management go to www.atimesolutions.com

 

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