Fighting the Myth of 'The Perfect Fit'
It's amazing how certain problems can breed other problems . . . and they're often larger than the initial one!
Take, for instance, the current state of the economy. Due to present conditions (i.e., a slow recovery), many companies are conducting searches for talented candidates that are less than effective. The irony of the situation is that the companies believe that the searches they're conducting represent the best strategy given the circumstances.
The driving factors In short, companies are seeking "the perfect fit" - from lower levels to the executive level - at a time when finding such a fit is perhaps the least likely scenario. You would think that just the opposite would be true, since the market is flooded with candidates right now, but as we'll explain in a moment, this isn�t always the case. First, let�s address some of the driving factors behind the myth of "the perfect fit."
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Employers are generally gun-shy - Because of the fear associated with making what might be considered a bad hire, companies are analyzing potential hires to the point that they're almost over-analyzing them. Also, it's easy to want to see too many candidates (in the quest for finding the "perfect" one), to the point that companies become paralyzed with making the actual hiring decision. Instead of being pro-active in response to current hiring needs, they're being reactive in regards to prevailing market conditions, a strategy that is ultimately not conducive to growth.
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The "do more with less" mantra - While it's true that this is a noble endeavor, it can also be taken to an extreme, one that can cut into both productivity and profitability. Leaving an important position open for too long can have a number detrimental effects, including the burning out of current employees, which could lead to retention problems when the economy recovers. -
The pigeon-holing problem - Oftentimes, companies want candidates who can not only hit the ground running, but also possess a firm grasp on every single one of their job duties. Once again, it makes sense, since the person will theoretically eat up fewer man-hours becoming acclimated. However, this premise overlooks the fact that many people take jobs for the opportunity to experience new things and tackle new challenges . . . not do the same things they did at their last job. Thus, more retention problems could arise.
The 'big picture perspective' One of the problems that companies are encountering in their quest for the"perfect fit" is the candidate's inability, due to the housing market, to relocate. Faced with such a situation, a great many companies stop considering the candidate - no matter how well they might fit - and continue with their search. Unfortunately, this candidate may have made a significant difference within the company, but they were eliminated from the search when they didn�t have to be.
The bottom line is that companies should adopt a "big-picture perspective" during these challenging times and embrace even more creative hiring practices in their efforts to secure the best and brightest employees. Waiting around for "the perfect fit" to show up, or overlooking a superstar candidate because of their inability to sell their home, could create stagnation on your team, slow production, and hinder future growth. With that in mind, below are some creative ways in which companies can tackle this problem (and keep in mind, all of these options can be utilized with positions at any level):
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Telecommuting - This can most certainly be used as a creative way in which to secure top talent . . . at least until the employee is able to sell their house and relocate. With continuing advances in technology, telecommuting can allow companies to benefit from the talent and skills of the best candidates available, without having to bypass these candidates due to obstacles that appear to be insurmountable.
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Partial relocation/extreme commuting - This has become more of a standard practice in recent years, and the practice will more than likely continue to grow. Faced with hard decisions, some families are opting for this choice, whereby employees relocate without their families or they live in their employer's city during the work week and then travel home on the weekends.
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Contracting - This hiring technique offers the ultimate in flexibility. Little overhead and no commitment, plus it buys time until the company can find a full-time hire. (In some cases, the company likes the work that the contractor is doing so much they eventually hire the contractor on a full-time basis.)
Whether you're looking for the "perfect fit" or a more interim solution to current problems, get creative. No matter the economic conditions, success is predicated upon results, and companies are utilizing creative strategies to hire the best candidates available in order to achieve those results. The willingness to identify and implement a short-term solution instead of waiting indefinitely for a long-term answer could lead not just to improved productivity in the present, but also to continued growth and prosperity in the future.
(As always, we value your input regarding the content for our newsletter. If you have any ideas or suggestions for future topics, be sure to contact melinda@thepittmangroup.com. We look forward to hearing from you.
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