Do you want to avoid the challenges of having a good person who is not a good fit for the job?
You must ask and answer this essential question about with every candidate and employee: "Do the behaviors, rewards, personal skills, background, and future visions for this job - fit (or match) - the person interviewing or in the job?"
Applying any other motivation technique (like goal setting, training, or encouragement) BEFORE you evaluate job fit in does not fix the fit problem, and is a big fat waste of time!
To EVALUATE JOB FIT is to focus on matching jobs to the right people, ensuring you have the right people in the right 'seats.' (Including yourself!)
EVALUATING JOB FIT is a repeatable process you can learn, where you define what each job needs, and then successfully match individual talents to each job in four areas: Background/Experience, Communication Style, Motivators and Personal Skills.
EVALUATING JOB FIT is important because it will help you:
To discover if you are doing everything you can Evaluate Job Fit during the hiring process, take this free quiz Top 13 Mistakes Hiring Managers Make.
When it comes to solid and consistent work motivation, whether you are hiring, promoting, or looking for a new position yourself, a solid resume and interview are just part of the story but are not nearly enough to know whether work motivation and performance will be consistent and robust.
BOTTOM LINE: Good people struggle when they do not fit all aspects of the role. And that includes much more than their resume and background.
Review these resources to build your understanding: