Importance of Employee-Organisation Fit

Last year, my friend started his internship as a digital marketer for a start-up company. Initially, he was very excited to explore this opportunity.

He had thought that he’d be in the company for a long term and was eager to be a part of this company.

However, in just a few weeks, I observed that he was always tense due to that internship. Even though he wasn’t happy, he couldn’t explain the reason for his unhappiness.

Because he was on probation for two months, he decided not to take up the permanent job. He told me that it just didn’t feel right and that there was no connection between him and his role.

It was then when I came across the concept of Employee-Job Fit.

What is Employee-Job Fit?

Employee-Job Fit is an analogous concept in management. It refers to the idea of how well an employee is suited in their job role.

Employee-Job fit talks about an undeniable click between an employee and their job role. Though related, the concept of job fit goes way beyond job satisfaction.

The concept of employee-job fit is similar to the product-market fit. Product-market fit is about how well a product and its market connect.

When you don’t have product-market fit, no matter what you do, no process, marketing strategy or promotion will make the product work.

And when you have the right click between a product and its market, there’s nothing that will stop you from touching the skyrocket growth.

Employee-Job fit explains interactions between employees’ strengths, needs, and experience, the requirements of a role, and whether they will be comfortable in a specific work environment.

Without the right employee-job fit, employees will never be able to realize their full potential.

Identifying Employee-Job Fit

As per the most generalized framework of identifying employee-job fit, here are the traits that an employer is looking for in a prospective employee –

  • Effective – They should be the best at what they do.
  • Impactful – Their contributions must be of great significance to the company.
  • Passionate – The employees must be motivated intrinsically and should enjoy their work.

Professional Nirvana – “ikigai”

A Japanese concept known as ikigai means “the reason you get up in the morning.”

You achieve ikigai when there is an intersection between what you do and what you’re skilled at, what you love doing, and what provides value to the community.

And, when you get paid, then it is believed that you have a job with ikigai – professional nirvana.

A job with ikigai means a job where you’re the right fit as an employee.

Massive Upside and Massive Downside of Employee-Job Fit

When you get the employee-job fit right, the upside is high. They are well-suited for the role and positively impact the company morale, which ultimately leads to benefit the company’s vision.

However, when you get it wrong, the cost is also high. Because with employees in the wrong role, they are holding the place of someone who will be highly effective at work.

Also, these employees may demotivate their colleagues, promote poor decisions, and generate distractions for other employees around them.

Therefore, in such cases, stakes are high for your company’s success and the happiness of everyone that works there.

Is Personality a Major Influence on Employee-Job Fit?

Here are innumerable factors that can influence a job fit or job suitability. Hiring employees who are the best fit for the organization is one of the best ways to decrease employee turnover and improves employee retention rates.

Personality is said to have a significant impact on how happy and content employees are in their position.

The personality of a potential employee represents a coherent pattern of cognition, goals, and behaviors over a time period. It integrates emotions, actions, and attitudes.

Personality-Job fit specifies how an individual and an organization have specific personality traits. If an individual’s personality traits align with that of the organization, then there’s an increased chance of workplace productivity and satisfaction.

The personality of an employee will have an impact on everything related to the job –

  • How they collect, observe, and interpret the information
  • Clothing choice
  • Relationship with colleagues
  • What aspects of a job they’d enjoy


Employee-Job Fit is about hiring the right people based on their abilities, skills, and how much they match with specific requirements.

There are highly technical jobs that would require potential employees to have a certain skill set.

Employee-Organization Fit talks about how a particular candidate fits into the larger culture of the organization.

Will they be able to adjust in your organizational setting?

Are there any personality clashes in the organization?

Many employers feel that employee-organization fit is much more important than employee-job fit.

The candidate may not have all the required skill set, but they may be just the right fit for the organization.

Hiring based on employee-organization fit may turn out to be beneficial and may ultimately lead to long-term success. However, it may have a short-term drawback of spending time and training for the skills that are required to get the job done.

There are cases when no matter how great one may be for organizational fit, they just are not able to pick up on the skills needed.


– Does the candidate have the required skill set to do the job?

– Must the candidate’s personality fit well with the culture of the organization?

– Can our organization spare the time to train someone who doesn’t have the required skills but likes their personality?

– What would you choose – one’s skills or one’s ability to work well with others and fit in the organization? Which one of these options holds more importance for you?

The answers to these questions will determine whether you should follow the Employee-Job approach or the Employee-Organization approach.


There are two components to ensure better job-fit –

Define the needs of the role

Defining the needs of the role of an employee is a structured process to align stakeholders and align the qualities and behaviors required to get the job done.

It helps to determine the kind of employees you will need for a job – highly disciplined, big-picture thinker or an extrovert.

Match the person to the defined role

To evaluate a potential candidate’s fit for the job, you may provide behavioral assessment and cognitive assessment. 

Such tools are highly effective in ensuring that you choose the right candidate for the job.



Is there Employee-Job Fit in Your Organization?

To figure out the distribution in your organization, you will need to know where your employees stand and if they have the right people in the right job.

Here are two ways to figure out your company distribution –

– Collecting 360 feedback from managers, peers, and direct points. This is one of the most reliable ways to determine the employee-job fit in your organization. 

– A job-fit assessment gives a wide range of information and opinions to figure out the truth. It also helps to reduce the bias of personal relationships and allows for a more structured and focused conversation.

– A framework of effectiveness, impact, and passion is one of the best ways to understand employee-job fit in your company.

This approach implies you assess performance management from the viewpoint of compassion.

– Effectiveness – The effectiveness of an employee assesses their ability to get things done. Highly effective employees get a surprising amount of work done with less oversight.

– Impact – This tells how much an employee’s work is influencing the business. Understanding the degree of impact of an employee’s work means how much leverage a person has on the company. 

– Passion – Passion and effectiveness go hand in hand. You will hardly come across a highly effective employee who doesn’t care about their work. When employees care about their work, hard work is effortless for them, and they tend to come up with more thoughtful solutions.


There are several factors that an employer must consider when assessing a potential candidate’s job fit.

  • Cultural Fit

Do you think that the candidate will be able to adjust and work well in the organization’s cultural setting? Do the applicant’s ideas and perspectives match with the organization’s culture? Will the candidate be successful in a particular work environment?

  • Experience

Can the applicant excel in the job with their life and work experience?

  • Values, Beliefs, and Outlook

To be successful in a job, a candidate must share the prevailing values of his colleagues and customers. Employees who usually fail to within an environment leave in search of a culture that is in more congruence with their own set of values and beliefs.

  • Needs that Employees Fulfill by Working

Despite the desire for a regular paycheck, each individual works for other needs that their work must satisfy. These include factors like recognition, collegiality, challenge, and recognition.

For a significant employee-job fit, an employee must be able to fulfill their considerable number of needs. 

  • Job Content

Everyday work of employees is a major contributor to employee-organization fit. Are the employees getting to do things that they love to do? Are the candidates utilizing her strengths? Are the employees satisfied with the work they do?

  • Education and Training

Do the potential employees have the proper education and training for the job? Is it possible for them to obtain the required training in a timely manner? It is difficult for employers to provide full-time training to employees rather than locating a qualified employee with the appropriate training.

To hire the employees who fit the organization, you can use 

  • Job-fit assessments and testing
  • Behavioral instruments
  • Thorough Background Checking


Though employee retention is a key advantage of hiring candidates with the employee-organization fit, however, it is not the only benefit.

  • Employee Retention

Just because an employee loves their work, it doesn’t necessarily mean that they will stay with the company even if they don’t feel fit in the organization. 

When employees feel fit within the organization, they have a strong sense of involvement and identify themselves with the company’s mission and values. This further leads to an increase in their stay within the company. 

  • Productivity

An employee who is fit in the organization is likely to have high job satisfaction because they feel committed to the organization.

This instills a sense of belonging within employees, and they strive to achieve the best results through their work.

This is primarily because they want to, which means that their productivity is higher, and ultimately, their output is more elevated.

  • Engagement

Employees who fit within the organization positively tend to be happier, which further results in them being more engaged, contributing, collaborating with colleagues, and demonstrating more creativity in their work.

  • Referrals

Employees who like their work feel a strong connection with their organization are more likely to sing praises for the organization. They even refer their friends and family to come and work with the organization.

The benefits of referral for recruitment are numerous such as shorter onboarding time, more engagement, and productivity.

When an employee-organization fit recommends others to work for you, the referral will also be an organic employee-organization fit.


Hiring an employee is a two-way street – if you hire the wrong candidate, then everyone in the organization will have to face repercussions, not for the company but also for the candidates.

  • Lack of Motivation

When there is a poor employee-organization fit, employees tend to underperform, which further results in employees taking up the slack, which leads to resentment in the team, and causes low morale collectively.

It also has decreased output from employees, unsatisfactory performance, and ultimately costing the company in terms of revenue.

  • Increased Stress and Exhaustion

If an employee doesn’t feel fit in the organization, they might take the stress trying to say positive or trying to stay on top of work that doesn’t interest them.

Due to this, they may get physically and mentally exhausted.

  • Employee Turnover

The company has to bear the costs every time an employee leaves the organization. The costs involve hiring expenses and training a new recruit, but the roles and responsibilities remain unfulfilled for a more extended period of time.


  • Define what the Employee-Organization Fit means for the company

Employee-Organization Fit looks different for each organization as each company has its own set of values and company culture. Employers must know what values they wish to share with their employees.

Once you know your shared values, you need to know how you’re going to translate these values into their day-to-day and on-the-job behavior.

  • Write Compelling Job Postings

If you wish to attract the right candidates to your company, you must write creative job adverts that will appeal to the candidates.

You can instill and capture the organization’s value into your job postings or use value-based recruitment principles to create job ads.

  • Set Your Pre-Selection Process Right

Getting suitable candidates with compelling job postings is just the beginning to ensure that you hire the right employees with the employee-organization fit.

You might want to consider including a culture fit assessment during your initial rounds to avoid wasting either party’s time by carrying the wrong candidates’ profile.

  • Invite Candidates to the Office

Employee-Organization fit is a two-way street. You can find out if someone will be the right fit in your organization by letting the prospective employees see your company from the inside.

This way, candidates can also look for themselves if they can see themselves working in that particular setup.

  • Improve Interview Process

You must make sure that your interview process is as transparent as possible by asking the right questions and try not to deviate from the script.

Train the interviewers and let them know what they must be looking for candidates with an employee-organization fit.

If the candidate is not the right fit, don’t just tell them, so instead explain as to why they’re not the right fit in your organization.

  • Work towards your ideal company culture

Recognize the kind of culture you wish to have at your company and what culture you actually have.

You need to hire candidates who will help your organization get where you wish to be. And at the same time, they must be able to fit in the current culture.

  • Use Surveys and Exit Interviews to assess the impact of Employee-Organization Fit.

Assess if the employees who you considered employee-organization fit are staying for a longer period of time. Are those employees more productive?

If you still aren’t sure of these questions, make sure to ask these questions in exit interviews – this is the best way to get honest feedback from ex-employees.

If no one is leaving, you can conduct a survey for current employees and see how they feel about employee-organization fit.

  • Communicate Your Message Everywhere

If you wish to ensure employee-organization fit, you must make sure that all your outgoing and internal communications reflect the core values of your organization.

Be it your social media posts or your press releases, everything must represent the message of your company’s values.


In this article, we tried to let you know the importance of employee-organisation fit or you can say, job-employee fit. I bet many of you already know its importance or your experience can add value in this article.

If you think you can add values in the article, please feel free to comment down below. We would love to know your thoughts.

Still Not Using ‘PagarBook’ for Employee Management?
Varnika Bajaj

Varnika Bajaj

Content Writer

Varnika is the one who collate the words to form a sentence. A sentence which can engage you, entertain you and some time educate you.


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