Job Fitment Trivia

“You weren’t the best fit for this position”. Disappointed job seekers, who ask employers why they weren’t hired, often come across such questions. Best fit? What exactly does it convey?

In any workplace, the term viz. job fitment essentially refers to how an individual fits into company’s culture. Company culture may be defined in terms of values and behavior of work group. When the reason for rejection really is the fitment issue, decision makers may think you cannot do the job you are supposed to do the way they want and furthermore, they might not feel at ease with you. 

 
The job fitment theory however postulates that a person’s personality traits will reveal insight as to adaptability within an organization. In practice, the job fitment criterion may be used to gauge integration with organizational competencies encompassing efficacy, motivation, influence and co-worker respect.  These competencies can be assessed using various tools like psychological tests, competency based interviews, situational analysis etc.

Another important aspect of job fitment is person environment fit, which is commonly abbreviated as PE fit. It is commonly defined as the degree to which individual characteristics matter. While personal characteristics may include an individual’s biological or physiological needs, values, goals, abilities or personality, environmental characteristics will comprise of domains like, job demand, cultural values, rewards etc.

The PE factor has important implication at the workplace and therefore it has always been a prominent theme in the field of industrial/ organizational psychology.   
The job fitment trivia has important implications for organizations because it is critical for them to establish and maintain ambient relation between people and their jobs. Companies use a substantial amount of resources when recruiting new employers and it is crucial for them to ensure that these new hires will accomplish the tasks they are thrust into.