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Menu:
Updates:
December 2008:
Study proves that Managers rarely understand the Success Factors of their employee
November 2008:
Perhaps if I starve the patient
that will make them stronger
October 2008:
Developing Courageous Leaders
September 2008:
Low Cost Employee Perks that won't punish your bottom line
August 2008:
Lessons of the Square Watermelon
July 2008:
Maybe you should ask your employees!
June 2008:
Why is JobFit so important?
May 2008:
Career Coach for Students/Executives
Why is JobFit so important?
There is no greater tragedy in business than putting competent employees into jobs in which they are destined to fail.
When good people are placed in jobs into which they do not fit, their potential is wasted. Job Match or JobFit is the single most important factor in job success. Yet, many employers overlook job match when recruiting, promoting or redeploying their human capital.
The classic example of not appreciating the benefits of establishing JobFit is when a company selects its best salesperson to be a sales manager. Generally this results in the individual not being effective in the new role, is less successful, is very unhappy and he/she will impact negatively on the performance of the sales team as a whole. It has long been known that the qualities that make a great salesperson are very different from those of a great sales manager; it is the extremely rare individual that can do both well.
Student Career Coach
The release of our new Career Coach has certainly generated a lot of interest and the results to date have been outstanding.
The ability for Year 10, 11 & 12 students to have objective career guidance based on what they will enjoy and be successful at is a far cry from relying solely on the expected UAI and the influence of their parent's professions.
For more information please click here to visit our website
JobFit is the ability to match people to roles based on the critical success attributes of the role, not on the individual’s experience, educational qualifications, age, gender or race.
The importance of establishing JobFit was best evaluated by the Harvard Business Review when they conducted a study on 360,000 individuals over a 20 year period. There were some alarming discoveries that challenge the current recruitment practices of most organisations by proving that experience and educational qualifications are not statistically reliable predictors of future high performance in a role.
The Harvard Business Review stated:
“Experience is usually a principle criterion for making hiring decisions…… Yet we found little difference in performance between these experienced individuals and those with no experience. The person with no experience, given training and supervision, is as likely to succeed as the person with two or more years of experience”
“There is an old saw that 20 years’ experience reflects one year’s bad experience repeated 20 times. Our findings confirm that this is often the case. Too many people cling tenaciously to their unsuitable jobs and do just well enough not to be fired. Thus they accumulate years of “experience”.”
“As a value to be cherished and encouraged in our society, education cannot be challenged. The use of formal degrees as the criterion for judging someone’s potential effectiveness in a …job, however, must be challenged….The results of our probing show that people with little education can do the job as effectively and as readily as those with college degrees.”
The study goes on to state:
“In view of these findings, an obvious question arises: If these long used criteria are invalid, what criteria can industry use to better predict job performance? The answer is: criteria that make a better match between the person and the job.”
The ability to establish JobFit by identifying and quantifying the critical success attributes of a role (such as the mental demands, the environment, behavioural traits and the occupational interests), allows organisations to increase the success rate of employing and promoting future high performers by up to 300%.
If you would like to explore how Profiles International can provide you with effective solutions please email or alternatively call us on (02) 9936 9000.