Hiring Insights Blog
This blog is about insights of hiring, staffing, interviewing and onboarding.
What does it mean to Hire for Fit
Written by Gregg Patberg Tuesday, March 23, 2010
Would you build a long-term personal relationship or marry someone based on their knowledge and skills? Of course not! But that is what most senior managers do when they hire a new employee. What is more important is to find people that have the right fit … this is the single greatest factor for building successful long-term relationships, including long-term successful employment relationships.
So what is fit? In the simplest of terms … it is the innate characteristics that make-up the personality of the parties involved. Whether the parties are husband-wife, boyfriend-girlfriend or employer-employee, it requires that the innate characteristics or personalities, of the parties involved, ‘fit’ together.
Onboarding a New Executive
Written by Gregg Patberg Tuesday, February 23, 2010
For new leaders the stakes are high. A recent study by The Centre for Creative Leadership showed that roughly 40% of new management hires fail within the first 18 months on the job. Corporate expectations are high as well, and are often unclear at best … or conflicting … or possibly hidden.
What can be done to set up an new executive for success? Build and adapt a strategy for a success-driven assimilation as soon as the new leader becomes interested in the organization. This is called onboarding or new hire assimilation.
Hiring For Culture Fit
Written by Gregg Patberg Saturday, January 23, 2010
Is hiring for culture fit really that important? In a word … yes! Many of the top companies are looking to augment their interviewing and hiring processes with better fit selection techniques. According to a DDI study, 63% of employees hired with the wrong culture fit fail, compared to 26% that are hired with a better fit.
Traditionally organizations have focused on identifying and selecting people based on their skills and experience. However, while skills and experience continue to be important, research and practice increasingly point to ‘motivational fit’ as the key differentiator in the selection process.
