When seeking employment, candidates will come across positions they need and positions they want. The job description can often times be the determining factor, but so can the organization.
I was invited to interview for a position at a fortune 100 company after I applied. I invested time to learn about the six members of the panel and prepare examples of how my past experiences would demonstrate how I could meet the requirements of the role. The interview seemed to go well, but I didn’t get the position.
Looking for the Match
What happened next was very different from any other interview I’ve experienced. I was informed that another candidate was selected; however, a manager from the panel thought I could be a potential match for his team. I accepted the invitation to come in and interview for a different position, and I matched on that interview.
That position became a bridge to additional professional experiences. I received the opportunity to succeed, to contribute, and most importantly, to discover where I needed to improve both personally and professionally. The experiences weren’t all good; however, this second look led to additional value that I did not expect:
* The value of driving my career at a different pace and learning to slow down to explore new challenges through lateral opportunities
* The encouragement to stretch myself in different ways
* Autonomy to try out new ideas with the support of a sponsor
* The opportunity to ignite additional value and help improve team performance
* Insight into personal and professional areas where I exceed expectations, where I’m challenged most, and where I crash and burn
Matching brings a feeling of excitement, completion, and accomplishment. Think about the classic game of match, where you blindly flip cards until you find what you’re looking for; however, what you’re looking for can change each round.
Organizations are adapting and evolving. Professionals are upskilling and career shifting. With this being known, is it more important to look for a match to an organization than an exact fit for a position?
The Challenge with Fit
Selecting candidates based on fit can lead to missed opportunity for companies and miscommunication to the candidate.
The definition of the word fit gives a mixed idea that someone is not the expected shape, size, personality type, skill set, etc. Fit opens the door to use excuses like the candidate is too quiet, too short, too tall, too wide, too hot, too cold, or too original to fit inside the box.
Consider what it really means to “not fit” or be “unfit”. Perhaps it means an antonym for fit. Something along the lines of unworthy, unsuited, weak, unprepared, unskilled, stupid, or incapable. It may be worth your time to formulate your own opinion of what fit means for you in the pre-employment process.
It’s ironic how a person can fit through a door to be seated for an interview; however, they turn out not to be a fit for the organization. With another look, they may be a match somewhere else in the organization.
Here, Is The Idea – Match Helps Us Think Differently
It could be helpful to talk or think in terms of match rather than fit. Why?
Looking for a match may increase accountability to communicate an actionable decision. “You’re a great match for our organization and the position. Here, are your next steps for a smooth onboarding.” “You match what the organization is looking for; however, there were other candidates who matched better in…. (insert appropriate constructive feedback)”
If a candidate doesn’t match, this could also mean there was a difference, an imbalance, or a mismatch between expectations of the role and the candidate’s responses. They are still capable of performing the job; otherwise, they would not have been interviewed.
What are some additional reasons to use match rather than fit?
Thoughts. Ideas. Just Words… Action
One word can lead to how we think about communicating to candidates and how we choose to fan their potential.
If you find truth or value in this thought or idea, then what action can you take?
People who seek to build influence or encourage change may have read The Tipping Point by Malcom Gladwell. He says that the “Tipping Point” is “that magic moment when an idea, trend, or social behavior crosses a threshold, tips, and spreads like wildfire.”
We can use the word “match” to imply that a relationship is being considered. The relationship can be a partnership that is long term or short term, positive or negative.
A relationship implies an agreement to connect. According to Fired Up or Burned Out, by Michael Lee Stoddard, when connection needs are met, people thrive.
More people thriving is a good thing. Feedback to affirm a new hire or help a candidate to become a better competitor is a good thing. The words of hiring managers and recruiters could be the match…. to help more people match.
Take Action
By next leap year, perhaps we will discuss ideas exchanged on September 10, 2020. “Do you remember the time we stopped talking about fit? It was time to get rid of that word in the pre-employment process.”
