Employee Job Fit

Employee Job Fit: The Forgotten Productivity Factor

Job Fit: The Power of the Right Person
Job Fit: The Power of the Right Person

In today’s challenging business environment, companies and their executives are continuously looking for ways to outsmart their competitors in order to achieve their goals. Because of the recent economic grow, one of the most difficult tasks that managers and leaders face, is to find and hire the right employees for their companies. Employees are the engine that generates the corporate growth, and being able to choose the right ones for your organization can give you the competitive advantage. Imagine what you could do if you were able to choose:

  • The right salesperson that can convince your toughest customer that they need your product, and that they need it now.
  • The right engineer, that can help develop, launch, install, and troubleshoot the product that will launch your company success
  • The right customer service agent that can turn around your unhappy customer, into a lifelong loyal fan.

The Importance of JOB FIT

Mastering the multiple requirements of a successful recruiting process can be challenging not only for managers, but even for seasoned HR personnel as well. From the moment a company has a job open, to the moment the new hire becomes a productive contributor to the company, companies can spend thousands of dollars, and hundreds of work hours identifying, selecting, hiring, training, and developing that new employee. All of this work is completed only to find out that new hire failures can range from the low 25% to over 50% depending on the industry and the economic environment.

JOB FIT = 250% Productivity Increase

Job Fit, is potentially the low hanging fruit, of corporate recruiting in today’s rushed recruiting environment, and one that has not been forgotten by the highest performance teams in successful organizations. From the U.S. Navy Seals, to the NBA and NFL, managers and recruiters continuously search for, test, and train, the right individuals for their teams; and nothing is ignored as part of the process.

JOB FIT in 3 Simple Steps

Multiple industry studies show that your top performers in sales, engineering, and even customer service can be up to 2.5 times more productive than the average employee. The same employees can also help increase productivity in the rest of the organization by simply leading by example, and/or sharing best practices and mentoring the rest of the employees. In order to implement the proper Job Fit program in your company you must:

  • Identify and assess your company Top Performers
  • Create your company Top Performers Baseline Model
  • Evaluate new candidates relative to this Baseline Model


From their actual physical or intellectual performance, to their ability to function as part of a team; individuals with the right Job Fit have been proven to be 250% more productive than their peers at their jobs. According to an extensive study of over 360,000 people,

“a key ingredient in people performance and loyalty is ensuring that they are matched to their jobs in terms of their abilities, interests, and personalities.”

Inloso Talent Management Solutions

satisfaction-guaranteeSince 1997 in a groundbreaking study, McKinsey exposed that qualified talent will be one of the most strategic business resources, and a critical driver of corporate performance. When the dot-com bubble bursted and the economy cooled during the first decade of the new millennium, many assumed the war for talent was over… It’s not. Today because of enduring economic and social forces, the war for talent is still one of the primary challenges that companies will face, and one that will persist for the next two decades at least.

If you will like to learn more about our talent management solutions, or for a FREE confidential, no obligation evaluation of your company needs; you can contacts us by filling the following form:

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About Jorge Mastrapa

Dr. Jorge Mastrapa is an international author, speaker, executive coach, and entrepreneur. His areas of expertise include cultural diversity, global leadership, organizational culture, and human capital management.