Why Job Fit?
Businesses have three opportunities to impact the performance of their people. The first is during the selection process, if non performers can be screened out, the savings are dramatic in comparison to the minimal cost involved.
Unfortunately if the wrong person is hired, the next opportunity to effect performance cost considerably more because it’s after the individual is inside the company. Managers and supervisors must spend valuable time providing extra training to marginal employees, instead of investing their time in top performers, who generate most of the company’s profits. Often outside consultant are retained, in hopes that the situation can be improved. Too many times, these efforts prove unsatisfactory and only end up consuming yet, more time and money.
Occasionally, elaborate incentive plans or bonuses are established, aimed at motivating employees. Typically, these efforts are much more successful increasing the performance of top people, rather than stimulating marginal employees. If these internal solutions fail to generate the desired results, the business is left with the last alternative and indeed the most costly- that of exiting the employee from the business or department. Now, all of that time, energy, and money invested in that individual leaves with them and the process to replace them must start over.
W. Edward Deming said, "if a person is not performing as expected, it is probably because they are miscast for the job". Deming‘s statement focuses the spotlight squarely on the selection process as being the most critical opportunity to take charge of the companies performance.