Person/job fit mistakes and how to prevent them

A little quote

An HR executive I met years ago used to say: Having the wrong person in a position creates additional expenses to the company. When they make a mistake, it will cost the company.  You will pay the  cost for their mistakes (not doing things right on time),  the cost of repairing them,  the cost of re-training people or firing/hiring again and the cost of the bad example for the rest of the employees.  

I have seen some mistakes in my 15 years of experience, and yes, some of them are learning opportunities, but the truth is, the cost of the mistake is often higher than what we learn from it.

Why is this important?Right-Job-Match

Recruiters and HR planners usually try to prevent this problem by hiring/promoting the person who already has all the experience needed for the role. What they probably forget is that people that are career-minded will challenge themselves and look for positions where they can acquire NEW competencies.  I often see middle-management jobs that require 8 or more years of experience in a similar role and industry, which is very good indicator that the company may not invest much in Talent Development and that the people that applies is no longer looking for something exciting and challenging.

Experience does not mean competency. We tend to forget that is not the same to have 5 years of experience in recruitment, than to repeat a year 5 times. This is the reason why we should hire by competencies, not by experience, although competences might take more time to be assessed. A simple way of doing it is with the behavioral interview, which you probably know already.  Another one a little bit more complex is through cases, where you ask the job seeker to work in a case that s/he could work on when hired. The case has to be prepared carefully to provide relevant information and then discussed to understand why the candidate took those decisions.

In places where there is a lot of diversity in the workforce, using cases could also be a fair tool to select the best candidates. There are cultures that traditionally have a stronger presence, cultures that we don’t appreciate due to a stereotype, and people who haven’t taken/mastered the local accent yet and can be easily discarded on the screening of a regular interview.

If you want to go with a Case interview, don’t forget the following points:

-Prepare and include all the information that the candidate will need to solve the case.

-Write down the instructions on the case description,  and describe the points that will be evaluated.

-Give the candidate enough time to prepare it and the resources needed.

-Organize the case information in a clear way and ask someone else to read it.

-Ask questions related to the case and to the analysis process. Make a clear assessment of the competencies and the level of development that the candidate has.

-Be fair. Tell the candidate what the interview is about in advance (tell them it will be a practical case, I don’t mean disclosing the topic of the case).


Making sure that you have the right person in the right place will only increase the talent pool, the employee morale, and the profits of the company.


I’m sharing this experience with the intention of inviting my two readers to reflect on the common misconceptions we have when our knowledge of a certain topic is not extensive. As a tourist, and even as a temporary worker, it’s easy to believe that we understand the culture of a country, when in reality, we’ve only dipped our toes into a different world. There is an additional layer of difficulty when we’re not really proficient in the local language.

Over the years, I’ve learned that a lot of people tend to think that Latin America is mostly beaches, colonial cities, and old buildings. Also, I’ve seen that people who are not familiar with other cultures tend to imagine that immigrants from the Third World are mostly refugees running away from poverty and crime. And while in a general sense, we all look for a safer and better place to live,  a lot of immigrants come from a not-so-impoverished place. Latin America is huge and encompasses all these contrasting realities.


While working and studying in Canada the last 6 years, I have been exposed to  several organizations, national and international large companies, as well as small local companies, and I did not find any unknown and exceptional practice, except for fairly new trends, such as recruiting using Social Media, or designing training for mobile devices.

Furthermore, in different occasions I found outdated practices and when I designed new projects, part of my inspiration frequently came from projects I did ten years ago.  Of course, I realize that this contrast is due to organizational competencies and individual skills, and not because is a regional or national trend.

Latin America  has a lot of  industrialized cities, with large companies that have cutting-edge technology and practices. Cities that have a bigger population than Canada, for example, tend to become industrialized, have high level of competition, welcome foreign investments and are not limited to a certain type of industry. Foreign companies continue using their own global practices, perhaps adapting them to the reality of the market. I had the opportunity to see how the Japanese, North American and Mexican practices were integrated in one culture in our plant.

Professionals from industrialized third-world cities are quite similar to the first-world professionals: they tend to travel to different countries, read relevant books and other resources from global experts, and network with professionals from any number of countries.  I went to Brazil in 2010 and met people from Chile, Colombia, Argentina, and Brazil that were using the same techniques than our colleagues in the US and Europe.

Additionally, it is not unusual that these professionals learn different languages, obtain Master and PhD degrees (regardless the country where they’re offered), and are open to learn, try and adapt best practices, to meet their needs.

I would like to share a reflection that my husband had when talking with someone from NASA who said that they have the “brightest minds” from India and other countries:  NASA probably has the brightest minds that were willing to immigrate to the US.  Often, the brightest minds will stay in their own countries, unless there is no real opportunity to grow there.

As HR/OD professionals, we need to remember that talent and innovation need to be cultivated, and both are needed to generate competitive advantages. If we hire people that we are familiar with, that watched the same movies, read the same books, went to the same schools, we’re excluding our organization from the rich and abundant experience other people have.

Use of Self

Just a little reminder of the Principles of Presence, according to the NTL Handbook of OD and Change.



Be Honorable

Align personal assumptions, values, beliefs, behavior

Stand for something; take a position

Dare to be different (or similar)

State the obvious

Speak the unspeakable


Be an Effective Agent of Change 

Be an awareness expert

Facilitate enhanced interaction among members of the client system and with self

Teach basic behavioral skills

Model a methodology for solving problems and for dealing with life in general

Help the client complete work  and achieve closure on unfinished businessCultivate conditions for the client to experiment new behavior


Be Curious

Stay in a space of perpetual wonderment

Show genuine interest in the client

Be interested in self

Explore the nature of relationships between self and client and among individuals in the client system