Job Fit

demands + individual ability, values, and interests = job fit.

Person–job fit is defined as the between individuals and the job or tasks that they perform at work. This definition includes compatibility based on employee needs and job factors available to meet those needs, as well as job demands and employee abilities to meet those demands

• "the degree to which a person's abilities, interests, and personality dynamics fit those required by the job" - Chuck Russell

An individual need is made up of:

• abilities: what level of challenge do they want
• values: what do they look for in a job?
• interests: what do they like?

Holland's personality-job theory says that most people fit into six personality and work environment types: realistic, artistic, investigative, social, enterprising, and conventional.

• realistic: works best when engaging in physical activities
• investigative: thinkers that are curious, analytical, and logical
• artistic: original, non-conforming, and spontaneous.
• social: helpful, kind, friendly
• enterprising: enthusiastic, motivational, and dominant
• conventional: like to work with numbers

What makes up the job?

• environment: where and who will they be working with
• duties and expectations: what is the person expected to do?
• goals: what is the person expected to achieve
• benefits and risks: what is given to the person at what cost?

Job fit is important because higher level of satisfaction and mental and physical well-being will occur when there is a good fit between the person and the environment. Individuals adjust better and are more satisfied with their jobs that correspond to their own career-related personality types.

• job fit positively affects performance, eliminates costly mistakes in hiring, reduces turnover, and can be used to attract talent.

Other benefits of person-job fit:

• culture: compatibility must also refer to the individual and the organizational culture and values (Tak, 2011). Happier employees means an improvement in work culture. More positive energy = Better performing employees
• communication: fit means people are likely to communicate more effectively with their colleagues if they are passionate about their work, this can have a positive impact on job performance and affect productivity. Communication = increased productivity.
• revenue: employees are more motivated, do better at their job, and succeed in their role. This means companies can increase revenue and reduce costs associated with employee turnover. Increase job fit = decrease turnover.

In a nutshell: the mission and culture of the organization + the individual's values, ethics, and goals = organizational fit.

When an individual matches the organization?:

• better communication: more efficient collaboration, stronger team behavior
• increased productivity, employee longevity: more positive energy and attitudes = better performing employees, more committed to their job = reduced employee turnover
• boost culture: better fit means that employees will be more committed, increased prosocial behavior.

On the other hand, what if there is not a match?

• decreased job performance (due to decrease in productivity)
• costly hires (due to increased staff turnover and job dissatisfaction)
• poor work culture (greater job-related stress, employee feels alienated).

In general, to evaluate your person-job fit consider all four areas:

• skills and abilities
• personality and motivation
• interest and work values
• education and training.