The Importance of Job Fit

The importance of job fit is key, technical skills are not enough!
Technical skills are necessary, but not sufficient, to predict future success as a manager when selecting a professional for a management position. What is missing? The answer is Job Fit. Does an engineer or an accountant have the right combination of mental abilities, personal interests and behavioral traits to allow for success as a manager?

job fitLeaders Do Not Determine Job Fit
Generally, most leaders do not understand nor cannot determine Job Fit so instead they evaluate the individual’s Company Fit and Skills Match, but not Job Fit. According to Chuck Russell in his book, “Right Person-Right Job; Guess or Know, The Breakthrough Technologies of Performance Information” Job Fit is defined as:

“The degree to which the candidate’s cognitive abilities, interests, and personality dynamics fit those required by the position.”

COMPANY FIT is determined by one or more of the following:

  1. Drug testing
  2. Integrity testing
  3. Honesty testing
  4. Interviewing

SKILLS MATCH is evaluated by:

  1. Education
  2. Work History
  3. Objective Skills Testing
  4. Reference Checking

JOB FIT requires an assessment in three critical areas:

  1. Cognitive Ability
  2. Personal Interests
  3. Personality

Why success in hiring seems to be a 50-50 proposition?
The pool of otherwise qualified job applicants for any position contain several individuals who will not be successful because they lack Job Fit. Roughly one-third of the otherwise qualified candidates have Job Fit which is based on the traits required by the position itself. The other two-thirds include the obvious misfits and the less obvious future non-performers. The misfits and non-performers are about equal in number (one-third each) but only the obvious misfits are readily excluded in the screening process. Therefore, we have reduced the pool of acceptable applicants by one-third, the obvious misfits and we are left with the one-third future non-performers and the one-third with Job Fit.

In summary, the pool of acceptable candidates consists of two groups—applicants with Job Fit and the future non-performers. Since most managers cannot distinguish between the two groups, the success rate in hiring or promoting is about 50%.

The Price of People Failure

  • Performance — Quality & Quantity 
  • Dependability — Turnover, Absenteeism, Tardiness
  • Workplace Health — Tension, Stress, Accidents
  • Negative Attitudes — Poor Morale
  • Counterproductive Behaviors — Dishonesty, Substance Abuse, Sabotage, Harassment
  • Loss of Image — Negative Reputation

Successful Hiring Comes Down to Fit
By matching jobs and candidates based on what science has shown predicts superior performance, turnover can be reduced and performance at work can be dramatically increased. Job-matching techniques and psychometric assessments are tools that can be used to clarify and solidify placement decisions. They provide the best possible insight for those seeking deeper information helpful in both hiring and development processes.

Will Stricker, Job Fit Specialist

Will Stricker

Want to learn more?
Placing the right people in the right positions will make a positive impact within any organization. Right Fit Hiring™ is an advanced, state-of-the-art solution available for measuring human potential and predicting job performance. To learn more, contact National Screening Bureau: 877-264-4405 or

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