If an organization interviews a group of individuals for a role, inevitably there comes a point in the process where the organization decides to cut ties with the candidates, they deem unsuitable for the role. Many times, the reasoning is the individual was not a good “fit”.
When we add a new element to the mix “perfect fit” is rare, what we are really looking for is harmony. First, does the individual have the competencies required for the role? Second, from what we can know now can the individual find success within the culture of the organization.
If the answer is yes to both, the second is really a hypothesis, then a restructuring of the group and/or a calibration of the group is necessary. This process helps facilitate the “fit”.
Metaphorically. If you were backpacking across the USA, you would fill your backpack up with the essentials. As your journey unfolds you pick up gifts along the way. Each time you add something to the pack back you reorganize the pack back to have everything fit accordingly.
Whenever a group adds a team member a phase of initiation for the individual to the group and organization is logical. Additionally, the team should take the time to recalibrate their roles and responsibilities. Especially teams that have been carrying the extra load while this individual was being recruited, interviewed, and onboarded. For many organizations a 2–4-month process.
Take Away: When selecting individuals for the team, “fit” is less important than harmony. Fit happens during the initiation and recalibration of the team. Many times, “fit” is simply the rearrangement of the pieces. Looking for the “perfect fit” is like trying to find the last puzzle piece to a puzzle that is constantly changing.
