Who’s responsible for Job Fit, the Job Candidate or the Company?
Recently I read a post entitled “What Do You Get from a Job besides a Paycheck?” which discussed various questions a candidate should consider before taking a job. Here’s a quick list of the author’s suggested considerations.
- Does this role provide the opportunity to develop my career?
- Are the company’s values and philosophy in line with mine?
- Am I going to be challenged?
- Were the people who interviewed me happy?
- Will the work/life balance be in line with my lifestyle demands?
These are all great points. In an ideal world where unemployment is low and a job candidate has numerous job offers from which to choose, perhaps they can take the time to carefully investigate and consider these concerns before taking the job. Most job candidates, however, don’t have the good fortune to weigh all their options before accepting a job offer. Moreover, is it even possible for a candidate to develop accurate answers to these job fit questions? At best, with limited time and information, a candidate may only be able to develop a very general sense of how well a new job will work out.
Consider this scenario. John has been out of work for three months, his bills are piling up, his daughter is starting college in four weeks and the dentist just told him his son needs braces. Fortunately, after sending his resume out to thirty-two different employers and having been to eight different interviews, he has finally received an offer from a company operating within his industry. At this point can John seriously consider evaluating the points above prior to taking this job offer? Does he care if he’s going to be challenged or if the company’s philosophy is in line with his? No, at this point John is concerned about paying his daughter’s tuition, ensuring his son doesn’t end up with buck teeth, and finally getting off the couch and out of the house. This job will at least pay the bills until something better comes along.
This is a scenario too many job seekers are finding themselves in these days and one in which companies should give careful consideration. Job dissatisfaction and employee disengagement are a major concern for companies today. The problem is exacerbated when companies hire candidates who accept their offer merely as a means to survive this down economy. If a candidate’s philosophies and passions are not in line with the company’s then soon the candidate’s levels of enthusiasm and engagement are going to drop which results in a loss of productivity for the company. Because jobs are scarce many candidates have no choice but to accept a job not in sync with their strengths and passions which in turn hurts the hiring company.
The burden to find and hire candidates that fit culturally must be placed on the hiring company and not on the candidate. Don’t assume a candidate applying for your open position really wants to work for your company. Chances are their cabinets are stocked with Ramen noodles and they have nothing but ketchup packets in their refrigerator. In other words they may be desperate to pay the bills and your opportunity will keep them afloat until something better comes their way. Hiring companies are in a better position to determine who best fits their organization by screening the vast ocean of job seekers using behavioral tools to test for cultural fit or video interviewing tools to assess enthusiasm, energy, experience and overall “likeability.” Don’t let the candidate who needs a job determine if they are passionate enough for your company. You make the decision!