Fitting a square peg in a round hole is an effort in futility as there is an obvious misfit between the peg and the hole. Unfortunately that is exactly what happens sometimes in the selection and placement of persons in jobs. In some cases people are placed into jobs by virtue of who you know and who knows you. There is no regard for qualification and experience as pre-requisites for the post.
Advice & Help

The Wrong Fit

Fitting a square peg in a round hole is an effort in futility as there is an obvious misfit between the peg and the hole. Unfortunately that is exactly what happens sometimes in the selection and placement of persons in jobs. In some cases people are placed into jobs by virtue of who you know and who knows you. There is no regard for qualification and experience as pre-requisites for the post. Others attain the post by default as the job is a reward for long and dedicated service to the organization.

Can you imagine someone who is ill-mannered and short-tempered being appointed Customer Service Representative? Or better still an aloft, arrogant and an anti-social person being appointed Human Resource Manager. Surely this is a recipe for disaster.

It is incumbent on the Human resource professional to ensure that person that best fits the knowledge, skills, abilities and attitude requirements for the job is indeed the one who is offered the post. In some instances the HR professional is intimidated by the boss who insists that the job be handed on a platter to his friend’s daughter or son. More often than not this individual is under qualified. This occurs in the public sector from time to time where the minister sends a directive to HR to hire someone who he or she has recommended for a particular post.

A poor employee selection can haunt the HR Professional and indeed the organization for life. Let’s say the CSR mentioned above is always at “war” with customers and this individual is not trainable, what do you do with this individual who has given the organization ten years plus of dedicated service. Surely termination is not a ready option. After the individual has cemented him/herself in the post and indeed the organization getting him/her out is quite a challenge. Job rotation might fix that problem albeit on a short term basis.

Employee selection is therefore critical and must be taken seriously. Care must be taken to ensure that the individual that is selected for a post is the right fit. The appropriate selection tools must be employed. This includes assessment tests, interviews, background checks etc. Sometimes making the right choice can be a time consuming exercise but it is better to wait a while to make the right decision than to hurry through the process and regret the choice in the long run.

About the writer:
Wayne A. Powell is a Relationship Counsellor. He operates an Online counselling website and blog which provides a convenient way for both client and therapist to engage with each other from home or office at a time that is expedient to them.You can email him at: [email protected]

About the author

Wayne A.Powell