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.