By Paula Santonocito
A potential employer wants to do its best to make sure you fit before you’re hired—and you should want the same. Ever work for an organization where you didn’t fit? If so, chances are you didn’t stay there long, whether you made the choice to leave or someone else made it for you.
Companies want to avoid this situation, which is known as a bad hire. The term “bad hire” might make you think “bad employee,” but a bad hire can also be a great worker who simply wasn’t a fit for the organization. A poor hiring decision results in turnover, and costs the company money. In other words, it’s better when the company hires right the first time.
Attention to fit and concerns about cost are two reasons employers rely on what seem like excessive assessment and screening processes.
Another has to do with the number of people currently seeking employment in today’s highly competitive environment. Companies are inundated with resumes from a wide range of applicants, including top candidates.
What would you do if faced with this dilemma? How would you differentiate from among so many choices? You’d have to take the process to the next level, right? For employers, this means using available tools for screening, along with conducting multiple interviews.
Even though you view yourself as a qualified professional, capable of performing well in your chosen field, HR and other management professionals have processes and procedures they follow in connection with their jobs. It helps to understand this—and to keep in mind that their additional attention to detail, which seems like a pain now, may ultimately result in you landing the right job: one where you fit, and want to stay.
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