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Deciding which candidates will succeed into the final stages of assessment is easier if performed
objectively. Historically, we know that it is extremely important to uniformly evaluate community fit,
corporate culture fit and skill set fit. Each of these fits should be weighted relative to
the employment opportunity being offered. Each fit must be measured to ensure a balanced,
objective view of candidates who are seriously considering your opportunity. We encourage you to use
an assigned scoring matrix for each short-listed candidate.
- Community Fit: If an employee and their significant others are not going to be happy in the community, they
will not become long-term employees. Do not under-estimate or over-estimate your community's potential. Timing
is everything. Family units go through phases in their life where they require different things from the
communities they choose. Accurately describe your geographic region and all its amenities to help applicants
determine if the area would suite their needs.
- Corporate Culture Fit: Internally assess your company and define its character and style.
How would you be viewed in the market place? What types of employees have been successful in your organization?
What career growth opportunities does your organization offer? Prudent work-seekers want environments and cultures
that mirror their style. Some want independent and autonomous surroundings while others want established and
conventional workplaces. Communicate your business culture and attract similar candidates.
- Skill Set Fit: Allow some latitude when identifying skills required of an applicant. The
world is not full of 30 years old individuals with 30 years of industry related experience. Competition for
talent is incredible! Develop a list of "must haves" and "like to haves". Do not settle for anything less than
your minimum requirements, but be flexible in areas where training could fill the gaps.
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