This document discusses how assessing job fit can help organizations optimize their talent management strategy and improve performance. It defines job fit as matching a candidate's cognitive abilities, behavioral traits, and motivational interests to the requirements of a specific job. When there is a good job fit, organizations benefit through higher performance, engagement, satisfaction, retention and lower turnover. The document recommends using tools like PXT Select to measure job fit by assessing candidates' thinking style, behavioral traits, and interests, and comparing them to the ideal profile for a role. It provides examples of how a tire manufacturer improved sales performance by better defining roles and selecting candidates based on job fit.

1. Job Fit: The Key to Organizational Success
Job Fit: The Key to
Organizational Success
Insights For Performance

2. Why do so many companies
consistently hire the wrong people?

3. Job Fit gives organizations in-depth information that allows them
to match candidates or incumbents with roles where they’re most
likely to perform successfully.

4. Job Fit: The Key to Organizational Success
“Companies with at least 9 engaged employees
for every 1 disengaged employee saw 147%
higher earnings per share on average, when
compared with their competitors.”
-Gallup

5. Job Fit: The Key to Organizational Success
“Did you know? Employees are well
matched or a job fit to their job are 2.5
times more productive.”
-Harvard Business Review

6. Job Fit: The Key to Organizational Success "PXT Select“ is a trademark of John Wiley & Sons, Inc. All rights reserved.
“Active employee disengagement costs the
United States up to $550 billion each year in
lost productivity.”
-Gallup

7. Job Fit: The Key to Organizational Success
You will learn . . .
• What is Job Fit?
• How can Job Fit optimize your talent management strategy?
• How to implement Job Fit in your organization
• Case Study

8. What is Job Fit?
Candidate
• Cognitive ability
• Behavioral traits
• Motivational interests
Job
• Cognitive requirements
• Behavioral needs
• Motivational interests

9. Organizational outcomes
If there’s good Job Fit:
✓ Performance
✓ Attendance
✓ Satisfaction
✓ Innovation
✓ Engagement
✓ Retention

10. Organizational outcomes
If there’s a close-match:
✓ Skills are developed
✓ Positive culture
✓ Engagement
✓ Productivity

11. Organizational outcomes
If there’s lack of Job Fit:
• Lower productivity
• Missed deadlines
• Poor work culture
• Conflict
• Disengagement
• Turnover

12. How does Job Fit work?

13. CAN they do the job?
Cognitive ability
WILL they enjoy the job?
Motivational interests
HOW do they do the job?
Behavioral skills

14. Job Fit: The Key to Organizational Success
How is Job Fit measured?
Project Manager
Oliver Chase
Overall fit: 86%

15. Job Fit: The Key to Organizational Success
Thinking Style
• Composite Score
• Verbal Skills
• Verbal Reasoning
• Numerical Ability
• Numerical Reasoning
Behavior Traits
• Pace
• Assertiveness
• Sociability
• Conformity
• Outlook
• Decisiveness
• Accommodation
• Independence
• Judgment
Interests
• Technical
• Creative
• Financial/Admin
• Enterprising
• People Service
• Mechanical

16. Job Fit: The Key to Organizational Success
Assessment data helps create a
personalized candidate profile
Compares a person’s
characteristics to those required to
perform the job successfully
The higher the number, the closer
the fit

17. Job Fit: The Key to Organizational Success
Plan Choose
Assess Onboard Develop
Manage Nurture
Optimizing Your Talent Strategy

18. Job Fit: The Key to Organizational Success
How can Job Fit help
optimize your talent strategy?
Business
Strategy
Talent
Strategy
Business
Results

19. • Does the person fit the job? The team? The manager?
• Who are the right team players for highly visible projects?
• How do we identify top performers?
• Who is ready for a promotion?
• What roles are best suited for someone ready for a career move?

20. Job Fit: The Key to Organizational Success
1.PLAN
know the job
2.ASSESS
know the person
3.CHOOSE
know the fit
4. ENGAGE
know your people
Role performance models Data driven talent insights Objective selection decisions Path to employee engagement
Implementing Job Fit in your organization

21. Job Fit: The Key to Organizational Success
Implementing PXT Select: PLAN
What it is:
Breadth of performance models helps
hiring managers and recruiters align
on the traits required to be successful,
prior to casting the recruiting net.
What it Does:
✓ Early and proactive planning.
✓ Better collaboration and alignment
between recruiters and hiring managers.
✓ Replicate top performers.

22. Job Fit: The Key to Organizational Success
Implementing PXT Select: ASSESS
What it is:
Data driven talent insights help
managers assess how well people fit
the job requirements, and make better
informed talent decisions.
What it Does:
✓ Personalized interview questions.
✓ Reduce hiring bias.
✓ Increased hiring manager confidence.

23. Job Fit: The Key to Organizational Success
What it is:
With our unique Job Fit feature, we
help to objectively compare candidates
against the chosen benchmark to
understand how well they fit the role
requirements.
Implementing PXT Select: CHOOSE
What it Does:
✓ Decrease the cost of bad hires.
✓ Increase productivity.
✓ Reduce time to hire.

24. Job Fit: The Key to Organizational Success
Implementing PXT Select: ENGAGE
What it is:
Our full suite of reports provides a path
to employee engagement. Engage
your workforce by helping managers
onboard, manage, develop and
nurture their people.
What it Does:
✓ Build bench strength.
✓ Reduce turnover.
✓ Engage your workforce.

25. Job Fit: The Key to Organizational Success
Implementing Job Fit
In Your Organization
• Optimize your talent selection and development process
• Engage your workforce to drive results
• Reduce hiring bias
• Replicate top performers
• Decrease the cost of bad hires
• Develop high performing individuals, teams, leaders

26. Job Fit: The Key to Organizational Success
Case Study: Tire Manufacturer
Problem: Sales Performance Issues
• Hiring generic sales people
• Large and diverse business needs

27. Job Fit: The Key to Organizational Success
Case Study: Tire Manufacturer
Results: Improved Performance
• Both lines improved performance
• Defined sales and manager roles

29. Let’s connect!
to learn more about implementing
PXT Select in your organization.