How Do You Determine if Someone is the Right Person for the Organisation?
Some people can fit a job well; but they also need to fit the organisation.
Every organisation is different in the way it operates. Different bosses have different approaches to the way they manage and lead; and some employees personalities may compliment an organisation but not the job; while others might compliment a job, but not aqn organisation.
The person-organisation fit is considered to be “compatibility between people and organisations that occurs when at least one entity provides what the other needs or they share similar fundamental characteristics or both” (Kristoff-Brown et al., 2005). It is a match between the values, needs, goals and personal attributes of the employee with the equivalent values of the organisation. A better fit is usually an indicator that the potential employee will be less likely to leave the organisation, and more likely to perform well in their role.
It is quite difficult to assess an applicant's degree of fit with an organisation but there are some things which can help to make a more accurate judgement:
- Clearly define the values and culture of the organisation in the job description - this enables potential job applicants to decide whether or not they are in line with their own values. It also allows interviewers to screen out those who do not meet with the values of the organisation.
- Communicate the organisation's values in the recruitment process in terms of opportunities for training, company policies, culture of the organisation, and levels of responsibility. By promoting the sense of caring about employees it is possible to enhance perceived attraction for the company in candidates.
- Use of standard behavioural questions at interview to assess whether a candidate fits to the organisation's values.
- Use of standard behavioural questions at interview to assess whether a candidate's values fit with the organisation's values.
adapted from Sept 2014 ebook on Occupational Psychology