If an organization interviews multiple candidates for a single role, inevitably, there comes a point in the process of rejection. Many times, the reasoning is the candidate was not a good “fit.”
When we add a new element to the mix, “perfect fit” is rare. When we are adding existing elements back to the mix, a perfect fit makes more sense (think puzzles – each time we add a piece, it must fit perfectly.) When it comes to people, we are not filling in puzzle pieces but working with a new mixture of ingredients.
It is not about manipulating ingredients; it’s about finding the best ingredients around us
Chris Biaco
Think Chess; each time a game is played, there is an expected ending – draw, win, lose. The pieces of chess remain the same, but the influential elements of chess are contextual. The stakes of the game, the environment, the health of the players (physical: did one travel, mental: is one on a hot streak), the time of day.
Organizations designing and creating teams are really looking for harmony. First, does the individual have the Talent Portfolio (Skill, Talents Abilities, Knowledge) required for the role? Second, from what we know now, can the individual find success within the culture of the organization?
Once an organization hires such a candidate, a calibration of the group is necessary. A new element is added. This process helps facilitate the “fit” or, better put, helps encourage harmony.
Metaphorically. If you were backpacking across the USA, you would fill your backpack with the essentials. As your journey unfolds, you pick up things 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 needs to 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 (period of role vacancy). For some organizations, a 2–4-month process.
When an organization thinks of onboarding, it’s common to focus on the attention of the newly hired individual, but onboarding is a team activity. Everyone is impacted by it, and therefore everyone participates in it. Everyone has a role and responsibility, with the simple objective of reaching harmony as a team. Each team has to decide what that is and what that looks like.
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.
