To answer the above two questions we have to discuss "Organization fit" or what is fitness in terms of Organization ??
Let's have a Look:
What is organizational fit?
When an employee’s (personal and professional) values and beliefs align with and complement those of the company they work for, we speak of organizational – or culture – fit. As such, it’s important to establish what exactly defines a fit. And that starts with determining the organization’s values, norms, and vision.
However, organizational fit doesn’t mean you need to hire the same kind of people all the time.
It also constitutes much more than asking yourself: “Is this a person with whom you want to have a beer after work?” or wondering whether you have the same interests or lifestyles. A more useful question to pose is, for example: “Are this person and this company compatible in their way of working?”
1. Now, How to check that recruited candidates is fit for organization????
Imagine you’ve just recruited a great candidate. Three months into the job your freshly hired employee seems a little unmotivated; they get in late, leave early, take a few coffees breaks too many, etc.
When you talk to them about it you find they absolutely love the job, are more than happy with their compensation & benefits package, but somehow feel out of place.
Congratulations, it seems you’ve found yourself an organizational misfit…
It won’t be long before your now ex-superstar leaves the company – forcing you to start the recruitment process all over again – which is why it’s crucial to hire people who fit the organization and vice versa.
2. Is Company Fits for Employee or Vise Versa ???
While job fit, referring to how the person is suited for the specific role, is undoubtedly crucial to hiring the right employee, there are many reasons why finding candidates that mesh with your company culture is also important. Let’s take a look at a few of them.
The example we used in the intro of this article says it all. No matter how much someone loves the job they do – or how good they are at it – if they don’t feel like they’re in the right place they’ll end up leaving.
Luckily, the opposite is true too.
If you hire someone who fits your culture like a glove, they will be much more inclined to stay with the company for a longer period of time.
Employees who feel ‘at home’ in the organization they work for generally are happier which has a positive impact on their productivity – and of course their engagement. They’ll need less time to become fully operational for example and they’ll boost their colleagues’ morale while they’re at it.
3. Increased productivity
All of these elements lead to increased employee productivity. Once again, this stresses the importance of hiring for culture fit and not just for job fit.
Employees who feel like they’re right where they belong – professionally speaking – are super productive. They won’t get in late or leave early, let alone take coffee breaks every hour.
4. Better referrals
Employee referrals are a great way of recruiting new people. Referrals tend to be operational faster, they are more productive, more engaged, and stay with the company longer.
The reason for this ‘referral success’ is simple; since these candidates have been recommended by your current employees there’s already been some sort of natural organizational fit assessment.
Ways to assess organizational fit:
1. Standardized assessments: Always take assessments regularly after a certain time interval, so that one can able to see employee productivity. These can help in increasing employee productivity and increasing company productivity too.
2. Situational judgment tests: Include videos in your recruitment process that let candidates experience the job and find out how they respond to ‘real life’ on-the-job scenarios.
More broadly speaking, videos can be a great way to give applicants a sneak peek into your company. Just like it’s easier to get a feel for a candidate’s personality via a video call, it’s also easier to get a feel for the office vibe and the type of people working there through a short video.
3. Arrange a Team Meeting with Candidate: Try to arrange a team meeting of the candidates with other employees. So, they’ll get a feel for how employees interact with each other when they’re in a more relaxed, not purely work-only setting. As such, they’ll be able to better imagine themselves working for your organization (or not).
4. Ask the right questions: Always try to ask the right questions during the interview, now the meaning of "Right" may vary from organization to organization. Try to tell candidates about the company work culture, so that they can decide whether they will be comfortable in that environment.
5. Do your reference checks: Generally, during the interview, most the people trying to behave more like a sugarcoated sweet but in actuall, they were not. If you ask the right questions to them, you will get to know more insights about their behavior and activities.
So from these Top 5 Points, you will be able to judge that employee you want to select will fit for your organization or not and same in the case in candidate too.
To know more about Staffing and Recruitment Services, please visit: https://www.xeamventures.com/
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