How We Do It - The Right Process

The Four Critical Aspects of Fit
As you’ll see in the clips to the right, we teach our clients to focus first on fit, then to look at experience and credentials. Frankly, if the fit’s not right… nothing else matters because the employee won’t be able to fully apply the experience they’re bringing to the table.

Fit will either enable or disable your employees. And it’s the leading indicator that will always predict your business results.

Consultants will be very happy to charge you a lot of money to make this simple concept sound complicated.

It’s not.

Let’s look at it through the eyes of your employees and the questions they ask themselves:

• Fit with the manager: does my manager take the time to get to know me, my strengths and interests? Do they care about me as an individual? Do they give me the tools and knowledge I need in order to do my job to the best of my ability?
• Fit with the job: am I in a job that draws from my natural talents and strengths more often than the things I’m not so good at? Am I doing work I’m genuinely interested in?
• Fit with the team: are the people around me as committed as I am to generating the results the organization is asking for? Do I genuinely like and respect them, and do I feel liked and respected back?
• Fit with the organization: do I see how what I do every day contributes to the achievement of a bigger objective? Is that larger objective meaningful to me? Do I have room to learn and grow here? Am I proud to tell my friends I work here?

Pretty simple stuff that’s critical to get right if you’re serious about sustained high performance.

HiringSmart Process
Everything we do is geared to helping our clients get the right person in the right job, whether it’s deciding who to let on the bus, assigning people to the right seats, or deciding who needs a transfer to another bus.