When we talk about “alignment,” we’re talking about building a long-term, high-performance team, as opposed to filling jobs. In order to effectively build those teams, hiring managers would do well to follow Healthcare IS’ model designed to produce the highest likelihood of employer-candidate fit.
Here’s how our model works . . .
CO = Company
CA = Candidate
Company provides the right opportunities, short- and long-term, and is a good cultural fit for the candidate.
Candidate provides the right skills, knowledge, and experience, and is a good cultural fit for the company.
- CO & CA ARE aligned + a hire IS made = excellent outcome. When both parties are aligned, good things happen — short- and long-term.
- CO & CA ARE NOT aligned + a hire IS NOT made = excellent outcome. When both parties are NOT aligned, a good process ensures that a hire is NOT made.
- CO & CA ARE NOT aligned + a hire IS made = bad outcome, will not last. When both parties are NOT aligned, a good outcome is no hire.
- CO & CA ARE aligned + a hire IS NOT Made = bad outcome. When both parties ARE aligned and a hire is NOT made, a tremendous opportunity is missed for both parties. I would argue that this is a larger failure than #3.
The primary reason why #4 does happen is because hiring managers try very hard to avoid #3. The point is, great fits don’t happen very often, and when they do, you must have a process in place that ensures you don’t miss out on them.