What's at the top of your priority list when you're in the process of hiring new talent? I’m sure near the top is ensuring that you find someone who is the 'right fit' for your team. You're not alone in this quest. In fact, nearly all of my clients share the same goal of seeking individuals who seamlessly fit into their company's culture and goals.

But what exactly does the 'right fit' mean, and how can you identify it?

In this blog post, I'll delve into the concept of the 'right fit' and break it down into four key categories:

1. Potential for Your Business:

Fast-growing businesses require individuals who not only meet current needs but also have the potential to adapt and excel in our ever-changing landscape. Look for qualities like adaptability, innovative thinking, commitment, and drive.

Different roles will have different needs for future potential and the last thing you want to do is hire a super ambitious, committed diverse thinker for a filing job.  However, regardless of the role you need to consider potential at the outset and what is required of possible candidates. Tailor your assessment of potential to suit the specific requirements of the role.

2. Alignment with Your Values:

Values are the moral compass of your business, guiding both internal and external behaviour. It's crucial to ensure that anyone you hire not only understands your values but also respects and aligns with them. While their personal values need not mirror yours, they mustn't conflict with your company's core principles. For instance, if integrity is a key value you operate on then you need someone that respects that.  Otherwise, they aren’t the right fit. 

3. Understanding Your Vision and Mission:

A shared vision and mission are the cornerstones of a harmonious and productive workforce. If a new team member doesn't grasp your company goals or, worse, has a fundamentally different perspective on them, it can lead to discord and hinder growth. During the recruitment process, it's essential to communicate your vision, mission, and how each individual can contribute to achieving them, ensuring that these align with their expectations and beliefs.

4. Harmony with Your Team:

This isn't about hiring clones of your existing team, but rather ensuring that new additions can positively contribute to the collective dynamic. Integrating seamlessly with your existing team is crucial to maintaining a cohesive work environment. Building relationships and fostering early integration is key to this aspect. If you like a more data-driven approach, consider using psychometrics to understand how a new team member might fit in with your existing group.

So, here's the big question—is it okay to prioritise finding the 'right fit'?

Even if the answer were 'no,' the reality is that you would still strive to do it.

The answer, however, is a resounding 'yes.' Finding the 'right fit' is essential. But the key is to define what you mean by the 'right fit' for your company.

For more help on defining your ‘right fit’ or any other People needs, reach out to me on fiona@colliverconsulting.co.uk