{"id":1164,"date":"2023-01-05T16:08:15","date_gmt":"2023-01-05T21:08:15","guid":{"rendered":"http:\/\/prieducationalconsulting.com\/staging\/?p=1164"},"modified":"2023-01-05T16:08:17","modified_gmt":"2023-01-05T21:08:17","slug":"right-fit-and-right-growth","status":"publish","type":"post","link":"https:\/\/prieducationalconsulting.com\/staging\/right-fit-and-right-growth\/","title":{"rendered":"Right Fit AND Right Growth"},"content":{"rendered":"\n
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Are you looking for the right fit candidate for your institution or for the right growth candidate? Or both?<\/p>\n\n\n\n

Photo by Francesco Gallarotti<\/a> on Unsplash<\/a><\/p>\n<\/div><\/div>\n\n\n\n

\u201cNo matter how effective your organization\u2019s recruitment tactics are, there\u2019s never a guarantee an employee will live up to expectations \u2013 even if they seem to be the perfect cultural fit.<\/p>\n\n\n\n

You\u2019ll know you\u2019re on the right track, however, if you see a diverse, unified, and happy set of employees who are motivated to help achieve business objectives.\u201d <\/p>\n\n\n\n

-Megan McNeill, The Pros and Cons of Hiring for Cultural Fit<\/a><\/p>\n\n\n\n

Both Can Be True<\/strong><\/h2>\n\n\n\n

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Are you looking for the right fit candidate for your institution or for the right growth candidate? Often times in hiring groups, I would hear members discuss a candidate and make comments such as:<\/p>\n\n\n\n

\u2018That person would fit right in with our team.\u2019<\/p>\n\n\n\n

\u2018This candidate is a great fit for our institution.\u2019<\/p>\n\n\n\n

\u2018This candidate can slide right into our group so easily. They would barely need any onboarding.\u2019<\/p>\n\n\n\n

In hiring groups, we are at times faced with making a decision between two types of candidates: the candidate that might be the known candidate and the unknown candidate. The known candidate could be easy to hire for the short term, maybe they are even the internal candidate. The right fit candidate may be so much of a fit that they do not think differently or bring in new ideas, keeping the status quo instead of fostering growth and change. The unknown candidate might need more onboarding or support initially but may actually help the institution to grow long-term. We see this as an \u2018either or\u2019 option. What if we saw this as a \u2018yes and\u2019? We can find candidates that would be a great fit for our teams and push us towards growth. Both can be true.\u00a0<\/p>\n\n\n\n

Moving Towards Growth: Creating a Candidate Profile<\/h2>\n\n\n\n

Somewhere in every institution’s strategic initiative plan is the word GROWTH. If your institution is moving towards growth then you need to seek candidates who will help to grow your institution. Creating a framework for the ideal candidate is a crucial step. Take the time to reflect and discuss with your team. Research the culture of your team and your institution. Think about balancing the candidate who will fit in the current culture and who will also make your culture grow.\u00a0\u00a0<\/p>\n\n\n\n

\u201cA company\u2019s culture<\/a> is certainly influential to the productivity and overall happiness of its workers. Having a highly engaged workplace<\/a> should be a top priority, but simply hiring someone because they would fit in well with the group is a terrible mistake to make.\u201d<\/p>\n\n\n\n

– Manish Dudharejia<\/a>, 3 MAJOR DRAWBACKS OF HIRING FOR \u201cCULTURE FIT\u201d ALONE<\/a><\/p>\n\n\n\n

You might consider candidates who\u2026<\/p>\n\n\n\n