In last issue’s column, I referenced the well-known saying “trying to fit a square peg into a round hole.” This phrase is a metaphor for trying to get something, or someone, to fit into a situation that is not a good fit. In staffing, it usually means we are trying to place someone into a position that they don’t want or are unqualified for.
Finding the Right Shape
Perhaps a more accurate idiom for our industry would be “trying to fit an unknown shaped-peg into a roundish hole.” It doesn’t quite have the same ring to it as the original, but it is more suitable to how much of the profession approaches matching talent to jobs. We don’t really know what “shape” the candidate is because we don’t ask them enough questions about what would make a job a good fit for them. Sure, we ask them what type of job they want, what shift, how far they are willing (notice I didn’t say “want”) to drive, etc. But that’s not really providing a clear picture of what position they would be the most satisfied in (which of course is a key factor in how long they stay in the job). And oftentimes, we end up ignoring even the basic criteria they’ve given us, or we try to see if they’ll compromise.
We’ve all been in the situation where we desperately need to fill a job…But what happens is that we end up focusing on filling the job—not making a great fit. We aren’t even looking at what shape the peg is—just if they are willing to squeeze into a round hole.
Tell me if this interaction sounds familiar:
Recruiter: “What pay are you looking for?”
Candidate: “I currently make $19 an hour and would like to make at least $20 in my next position.”
Recruiter: “Would you consider $18?”
Candidate: “That’s pretty low, but I guess I might consider it…”
Recruiter: “How far are you willing to commute?”
Candidate: “No more than 10 miles.”
Recruiter: “Could you do 15?”
Candidate: “I guess…”
Recruiter: “Great. I’ve got a job that you’ll love. It pays $18 an hour, is actually about 20 miles from where you live…”
We’ve all been in the situation where we desperately need to fill a job—whether it is for our biggest client, the position has been open too long, we need to refill a call-off or no-show, or we are trying to make a good impression with a new client. But what happens is that we end up focusing on filling the job—not making a great fit. We aren’t even looking at what shape the peg is—just if they are willing to squeeze into a round hole.
Match the Person, Master Retention
I mentioned in last issue’s article how retention actually starts at recruiting and selection. The better we can match up the needs and wants of the candidate to the role, the more likely they are to show up, stay, and thrive in the position. Here are some candidate-centric questions that can help determine the best fit:
- “Do you prefer working on your own, or as part of a team?”
- “Describe to me the best job you’ve ever had. What made it your favorite?”
- “What’s an example of a job you disliked? Why didn’t you like it?”
- “What pace do you like to work at—consistent, fast, or high-speed?”
- “Do you prefer variety in your day, or a regular routine?”
Obviously, the other part of this equation is understanding the client’s environment. Find candidates that most closely align to that environment, and you’ll consistently make better placements.
For most recruiters, this requires a significant shift from job-centric, post-and-pray candidate processing to a talent-centric, proactive recruiting approach. But the payoff is happier employees and clients, greater retention, less stress, and overall better results. Pretty soon you’ll be matching square, round, triangular, and other shapes to their matching spots with ease.
, CSP, is president of Tallann Resources, a national consulting and training firm specializing in the staffing and recruiting industry. As a consultant, trainer, and speaker, Erb has helped hundreds of companies create and execute sales and recruiting strategies to grow their business. He is the author of Winning the Staffing Sales Game: The Definitive Game Plan for Sales Success in the Staffing Industry. Learn more at tallanresources.com. Follow him on X @TomErb_Tallann. Send feedback on this article to s******@americanstaffing.net. Engage with ASA on social media—go to americanstaffing.net/social.
