Why is hiring for organizational fit so difficult to do?
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What are the main differences between hiring for task and hiring for organizational fit? Why is hiring for organizational fit so difficult to do? What techniques might an organization use?
Draw also on your own business experience and explain their importance in building successful teams.
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Solution Summary
In a 550 word response, the solution provides a number of ways to understand the difference and the importance of fit versus task. Then the solution presents several possible techniques to correctly assess the fit before hiring. The final paragraph discusses the importance of teams within an organization.
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What are the main differences between hiring for task and hiring for organizational fit?
Hiring for task implies that the candidate must have the prerequisite education and experience to take on the job with very little training. It would likely be a situation where there is a complete and well-defined job description, and candidate attributes can be compared and ticked off like a grocery list. This position would be fairly contained and probably at a lower level in an organization. Examples might include a forklift operator, an accounts payable person, a welder or a paralegal. The similarity in each job is the skill level, the singularity of the work and the identifiable experience needed.
Hiring for fit might personify a position which requires interaction with a team, or other departments. Because the 'fit' would be ...
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