How do you use data and feedback to evaluate and refine your fit assessments?

1 Define your fit criteria

Before you design or use any fit assessment, you need to define what fit means for your organization and for each role. You can use your mission, vision, and core values as a starting point, but you also need to consider the specific behaviors, attitudes, and preferences that you expect from your employees. You can use existing frameworks, such as the person-organization fit (POF) or the person-job fit (PJF) models, to guide your criteria. However, you should also customize them to suit your context and goals.

2 Choose or create your fit assessment

Once you have your fit criteria, you need to choose or create a fit assessment that can measure them effectively and reliably. You can use various methods, such as interviews, surveys, tests, simulations, or case studies, depending on your resources, time, and objectives. You should also consider the validity, reliability, and fairness of your fit assessment, and how it aligns with your legal and ethical standards. You can use existing tools, such as the person-organization fit questionnaire (POFQ) or the person-job fit scale (PJFS), or you can create your own based on your fit criteria.

3 Collect and analyze your fit data

After you administer your fit assessment to your candidates or employees, you need to collect and analyze your fit data to see how they match your fit criteria. You can use various techniques, such as descriptive statistics, correlation analysis, or cluster analysis, to summarize and interpret your fit data. You should also compare your fit data with other relevant data, such as performance, satisfaction, retention, or engagement, to see how fit affects your organizational outcomes. You should also look for any patterns, trends, or anomalies in your fit data, and identify any gaps or discrepancies between your fit criteria and your fit results.

4 Gather and incorporate feedback

In addition to your fit data, you should also gather and incorporate feedback from your stakeholders, such as your candidates, employees, managers, or customers, to evaluate and refine your fit assessments. You can use various methods, such as surveys, interviews, focus groups, or reviews, to collect feedback from your stakeholders. You should also use open-ended questions, such as "What did you like or dislike about the fit assessment?" or "How do you think the fit assessment could be improved?" to elicit constructive and honest feedback. You should also acknowledge and respond to the feedback, and use it to make changes or adjustments to your fit assessments.

5 Test and monitor your fit assessments

After you make changes or adjustments to your fit assessments based on your data and feedback, you need to test and monitor them to see if they are effective and accurate. You can use various methods, such as pilot testing, split testing, or longitudinal testing, to evaluate your fit assessments before or after you implement them. You should also monitor your fit assessments regularly, and track their impact on your organizational outcomes, such as performance, satisfaction, retention, or engagement. You should also update your fit assessments periodically, and adapt them to any changes in your organization or environment.

6 Learn and improve continuously

Finally, you need to learn and improve continuously from your data and feedback, and from your testing and monitoring of your fit assessments. You should use your data and feedback to identify your strengths and weaknesses, and to set goals and action plans for improvement. You should also use your testing and monitoring to measure your progress and results, and to celebrate your achievements and successes. You should also seek new sources of data and feedback, and new ways of testing and monitoring, to keep your fit assessments relevant and reliable.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?