Humans are decision-making, judging machines. We are constantly forming opinions: “She’s so smart.” “He sure knows a lot about healthcare reform.” “He’s not very effective at communicating.” It’s natural. Your opinions are what you use to make decisions for yourself and those around you, decisions like whom to offer a job to.
Unless you know what a room is going to be used for, you can’t say that it’s an effective room or not. If you were going to have a meeting that requires creativity and constant collaboration with others resulting in a business vision for the next 5 years, choosing the basement room of the town hall with no windows, a classroom style set up, and a chilly temperature would likely be an ineffective choice to make. Everyone would be cold, unable to freely work creatively, and feel boxed in cutting off passion to do the work and creativity. But if you want to meet to quickly get the team up to date on something and don’t want people sticking around afterward, this might be perfect.
Deciding on the “right” room depends upon what you’ll use it for.
Choosing people you’d like to make a job offer to is similar. If you want to hire a new sales lead, you’ll want that person to fit snugly into your culture and have all the skills and traits of a good sales representative. You wouldn’t use the same criteria to choose a research analyst, right?
The Hire Effect’s THE Right Fit™ is a construct of the ideal individual that includes a clear picture of culture (core values and the mood of your organization) and the candidate’s attributes (skills and personality traits). If you break each of these categories down into three points in each area, you’ll have 12–18 context points, to paint the picture of the exact candidate you’re after.
Below is a link to a detailed example of THE Right Fit, including thirteen context points, that a hiring team would use to orient themselves before interviewing a candidate. This represents work for a client that owns an inspection company (they perform the necessary inspections required by the Georgia Department of Environmental Safety). Although the top section regarding culture will be the same for all new hires in your company, the bottom part is all about what you need in a position—this one is for an entry level Field Specialist.
If you are going to make the most of this kind of hiring system, a team of people familiar with the position and leadership of that part of your company should construct THE Right Fit. This way, everyone who is part of the hiring process is looking for the same thing.
What are you looking for?
How would you describe your business culture?
How are you and your hiring team ensuring a cultural match?
What is THE Obstacle Course™ you’ll use for candidates?
What is THE Proof™ you’ll point to when you make the decision on the best candidate?