Hiring People That Fit Makes Sense, or Does It?
What is your policy on new hires? Do you attempt to hire people that fit? Does that make the most sense? I’m not so sure that hiring people that fit will make your organization stronger.
It is somewhat of a paradox, or perhaps, counterintuitive. Many hiring managers or Human Resources professionals are sold on the concept of hiring for fit. Certainly, we almost always have some technical criteria. Yet, what matters most, technical requirements or personality compatibility?
Candidate Search
Many organizational development experts will tell you that candidate search systems have significant flaws. The digital age has made finding the best candidates from a pool of hundreds or thousands more, not less, challenging.
After sifting through all the systems-based filters, algorithms, and card punches, hiring agents often still lack confidence about the best candidates.
Worse, they often feel like they may be missing a gem in the group, but they lack the time or understanding of how to find him or her.
These are certainly real-world problems. Difficult problems.
Hiring People
What is your policy or position on selecting the best candidates? Interview them for fit? Assess them for personality or communication style?
Many small business CEO’s will suggest that they must find the personalities that will fit with their organization. On the surface this seems logical and quickly makes most feel more comfortable about candidate choices.
Is this the correct approach?
The easy answer is, maybe. The trouble spot in all of this is that making the team feel good about the new employee may not be the most effective for the organization.
No, you shouldn’t intentionally hire someone who rubs everyone the wrong way. At the same time, hiring someone who doesn’t present any challenge to the process may have disadvantages.
It may feel good for leadership ego, but limit effectiveness.
You may have to challenge your process. What are the tradeoffs?
Should everyone feel comfortable and complacent, or challenged and growing?
-DEG
Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.
