Job fit: much like pant fit, the concept is a bit elusive. At the risk of sounding trite, I compare job fit to clothing fit, because as most of us have experienced, though a pair of jeans appear to be the right size, have a perfect price point and the ideal style, there’s so much more that makes the pants perfect for you. Such is also true for the world of work. Read on to learn why.
I’ve been coaching a client who is in the final stages of the interview process at several very similar companies. We meet regularly to discuss his most recent interviews, his thoughts on the various options being presented and to plan for next steps. The sum of all this work is to ensure that he is able to make the best possible decision about which offer he should accept.
Invariably, our discussions end on the topic of fit. Despite the undeniable importance of evaluating comp plans and benefits, reporting structures, responsibilities, stock options and IPOs, company strategy and culture, I believe one of the top determinations needs to be: Is this position and company an overall good fit for me?
As humans we are easily influenced by immediacy—hence our love of all things quick fix, easy and accessible. That is why it’s so tempting to grab whatever is right in front of us or what feels most fun, sexy or cool. In a job search, we tend to most frequently evaluate opportunities based on money, job duties and company culture. These criteria are all critical components of making your determination, but ultimately, those elements don’t examine the most basic premise in the equation: Is this work and company a good fit for me?
Fit is a challenging concept, because many positions appear perfect on paper. Additionally, the stress of looking for a job can lead candidates to accept the first position offered, though a job that’s a better fit may be coming soon after. (See my comment above about immediacy!)
Thoughtfully considering this series of simple questions will help determine if the position you desire at your company of choice is a good fit.
- Does this position meet my needs as a person (beyond money, duties, etc.)?
- Can I be myself in this role and at this company?
- Does who I am align with what I will be doing and the people I will work with?
- Does this company’s work and culture reflect my personal beliefs?
- Do I feel at home in this role? With the people I will work most closely?
If you answered yes to these questions, then I suspect you are looking at a good fit. If you answered no at any point, carefully consider the consequences of being out of alignment with these critical components of job satisfaction.
I have worked with many employers who struggled with the issue of fit in their hiring practices. One particular CEO stands out as a good example of how poor fit can translate to long-term challenges. This CEO hired a gentleman to head up one of her company’s struggling divisions. On paper, the candidate appeared to have ideal credentials, his recommendations were top notch and results from past companies reflected tremendous success. The CEO extended an offer and this employee started work. Within six months, the CEO called me to discuss her concern that she had not made a good hire as this person did not appear to fit in with the culture of the company. The CEO wanted to know my thoughts on how to proceed with the employee.
Understandably, the CEO was very upset that this employee didn’t appear to be working out. After a lengthy conversation, the CEO admitted that while this employee had the required credentials for the role he filled, the candidate had not been her first choice. Because of the gentleman’s past successes, however, the CEO overrode her intuition and selected him for the position. The CEO stated that another person they had considered hiring felt like a better choice, but because of this candidate’s qualifications they chose him. Score one for the importance of FIT.
These questions can assist employers in assessing fit. Please note that they do not take into account hiring requirements, policy or legal considerations:
- Does this candidate’s style fit in with the culture of the company?
- Do I (and the people with whom this person will work) feel good about hiring him or her?
- Does this candidate’s work ethic and values align with my own beliefs?
- Does hiring this person feel like it will significantly benefit the company? Why?
If you answered affirmatively and were able to provide strong reasons for your answers, then you are likely considering a person who is a solid fit for your organization.
Naturally, people are far more complex than a pair of pants, but let’s face it: if the person doesn’t fit well in your organization, then just like a jeans that look great but are too tight, you’ll always wish they were something different than they actually are, and you’ll be happiest when you get rid of them and find something else that’s just right.