We just picked up a new executive search for an exploitation engineer. Not because they are hard to find – with all the layoffs in the city I know there are lots of outstanding exploitation engineers out there looking for work. I suspect if you placed an online ad you would get hundreds of applicants.
We got the search not because qualified candidates are hard to find but because Cenera has learned to focus our collective efforts on finding the candidate who will be a great fit for the job.
Fit is not just a matter of technical skills (although it starts there).
Fit also includes the personal characteristics and preferences that will ensure the candidate is a fit with the culture and longer term ambition of the organization.
I love that we do this kind of work.
I can’t tell you how many people I have met who have been fired because they “aren’t a good fit”.
When you follow the breadcrumbs back to what happened, you often arrive at the initial hiring decision (or promotion).
“We thought we’d take a chance” as a hiring strategy can quickly turn into months and months of suffering.
The organization suffers as objectives are not being met. The team suffers as they carry the person who is not a good fit, and the employee suffers wondering what they can do differently that will make a difference.
One way I know of to make sure there is a good fit is to pay close attention to what you need in the new person you are hiring, ensure a rigorous interviewing and selection process, check those references, use an assessment tool that measures fit, and support the new hire in the first 90 days on the job with a dedicated Leadership Coach. At least that’s what we do – and it tends to work.