How Important Is Fit When Sourcing? jobFig Aims To Find The Answer

I come from the world of full-lifecycle recruiting; basically being in the process of hiring a candidate from the very beginning to the very end. But many more of you are not in that world. You find great, hard-to-reach candidates and you deliver them to recruiters or hiring managers.

So that’s why I wonder how much recruiting fit matters to most sourcers? The ones I have talked to said it matters to some degree but it often gets figured out so late in the process (after an interview or even later, after they are hired), that it is hard to make the connection.

Silicon Valley-based jobFig wants to bring the idea of fit closer to the source. And I don’t think that’s a bad thing.

jobFig analyzes fit based on five factors and decades of research. Of course, there are many ways that companies analyze candidates during the hiring process. One of the things I’ve noticed is that this often gets pushed to the back of the hiring process (frequently, after a first or second round of interviews).

A better way of doing this would be to put a personality assessment on the front-end of the hiring process. If you have a bevy candidates that match up with your team’s personality, you might move on to the next task. Similarly, if it isn’t looking like there are many solid matches, it might be worth it to re-double your efforts now, rather than wait for a candidate that is rejected later in the process. And that latter problem is one of the things that causes reqs to be open for months and months, a real productivity drainer.

jobFig’s system is straight-forward, if not simplistic. It isn’t trying to be more than a personality fit system and that’s refreshing. It’s a SaaS, stand-alone application. For the candidate, it is a simple assessment that might be a little long for the more passive candidate but is generally within bounds.

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Personality assessments are a tricky business and jobFig doesn’t change that dynamic. Those who believe personality assessments are voodoo will continue to think that while supporters will argue for their value. I’ve seen personality assessments work as intended as well as go off the rails.

Ultimately, it is up to the employer to responsibly implement and use any type of personality screening. Team fit is an important aspect of hiring, along with skills, experience, education and diversity/inclusion. More importantly, sourcers are generally looking for all of the other aspects except for fit. jobFig could be a key piece of that puzzle if used correctly.

If your company uses some kind of personality assessment, where in the hiring process is it done? Do you think it is worthwhile to move it closer to the sourcing piece?


4 Comments on “How Important Is Fit When Sourcing? jobFig Aims To Find The Answer

  1. I’m not sure if a program is the solution to determining whether a candidate is a good fit for a company. In fact, ‘fit’ is such a human aspect that no program would every truly capture the nuances of human traits and personality to make an accurate recommendation.

    In-house HR personnel should conduct their initial interviews with the candidates entirely on the premise of finding out whether the candidate would fit in with the company and with their new manager. How is this done? Well, the HR person already works in the company, so they probably already have a strong background on how the company works and the kind of atmosphere it has. But the HR person should also go above and beyond the basic expectations by meeting, several times, with the hiring managers who have requested these roles. Go out to lunch, visit them in their departments, see how they work and what they do. Then, and only then, will the HR person have the right background to determine ‘fit’ compatibility and recommend a candidate to proceed with the next step of meeting with the hiring manager directly. If this fit assessment is not carried out, then the in-house recruiter is nothing more than a middle man, who took the qualified applications from the consultant and handed them over to the hiring manager.

    1. Hi Junymoe,

      Thanks for posting such a strong comment, it’s obvious you spend a lot of time with this subject! 

      First, let me say that we’re not trying to replace the human element in the screening process. We wish to augment and strengthen the human connection. 
      The in-house HR person cannot spend the time that you mentioned is required with every single applicant. That’s why we developed jobFig, to help make it so that they can spend more time with the candidates that will make the best additions to their teams. By using jobFig first, a rank ordered list of candidates based on fit is established. Taking the top  (10, 20, 30,  or n) candidates from that list and then going through their resumes to see which have the necessary skills and experience will create a deeper talent pool from which to draw than doing those steps in reverse. Then, the in-house HR person will be able to spend a greater amount of time with each of those candidates because they are more likely to have team-fit and skills-fit. 

      A human still needs to determine the culture/values-fit and we want to help you have more time in which to do that. I’d be happy to give you a demo of the software if you’d like. ravi AT


    I’m an agency Recruiter and from my perspective
    “Fit” is EVERYTHING … and my success in ascertaining fit will
    dictate my future and ongoing success in the eyes of the client.  In a
    perfect world, HR and / or recruiters would get to spend a lot of time with
    hiring managers to determine fit as outlined by Junkymoe in his / her comment
    but in most situations it is pretty rare for an HR person or recruiter to be
    able to get that quality time with hiring managers.  Moreover, I do not necessarily believe that hiring
    managers are always the best judges of fit, but rather it is an understanding by
    the Recruiter or HR of the team and team members and how they work, think, and
    play and the hiring manager might not be the person who has the best
    understanding of the team dynamics.  Also, in many organizations a
    candidate might be a fit on one team but not another.  Gleaning all of the information possible from
    the stake holders of the hiring process is very important but the next step
    could be the use of a tool like jobFig to help a Sourcer / Recruiter or HR
    person figure out who are the best candidates (“fit”-wise) as part of the
    search  and sourcing phase going INTO the
    interview process who might exhibit the best organizational or team “fit”
    rather than trying to figure that out part way through the process.  

    HR and Recruiters jobs are about qualifying candidates.  Sourcing /
    Recruiting / Qualifying / Hiring is a process and the earlier in that process
    that I can qualify (or disqualify) a candidate for any reason for a particular
    position saves me time and energy allowing be to better focus on the candidates
    who ARE indeed qualified.  Quality
    Searching and Sourcing comes before Quality Recruiting and finally Quality
    Hiring.  I once heard someone say that in
    the early stages of two people dating, neither party is really encountering the
    “real” person but rather a “representative” of that person because in the
    getting- to-know-you process everyone is on their best behavior and the “real”
    person doesn’t usually show up until later on when one or both people have
    already made some level of commitment to one another … in the case of dating it
    might be a second or third date and in the case of recruiting candidates it may
    be somewhere in the recruiting process (second or third interview) or it might
    not be until after the person is hired and begins working. 

    Doing all the things Junymoe mentioned are indeed important in
    a process focused on qualifying, interviewing and hiring high quality candidates
    and should be made part of the Recruiting process, but I see jobFig as the
    precursor to all that and is, at least in my eyes, something to be utilized very
    early on as part of the Sourcing process with the intent of providing only the
    best and highest quality candidates with the best characteristics of “fit” to
    the hiring manager. 

    In the past we once heard the dictum of Garbage In / Garbage
    Out.  In the this field we cannot afford
    the time nor wasted energy of shepherding candidates whom are not a “fit”
    through a sourcing / recruiting / hiring process.  As Ravi points out, “a human still needs to
    determine the culture/values-fit”. A tool like jobFig used early on in the
    process could help tip the scale toward a Quality In / Quality Out approach to
    the hiring process for Recruiters and HR.

    1. Thanks for the comments Mark! You perfectly encapsulated our goals.

      We want to help improve the ‘Quality In’ that companies are getting into their interviews in a three step process.

      1) By presenting a rank ordered list of candidates based on their team-fit for more quickly screening candidates to move forward to the next stage which we believe should be resume screening.

      2) Along with the resume screening, we provide some quantitative metrics on how the candidate’s behaviors may affect their individual performance as well that of the team.

      3) Once a candidate has been selected for an interview, you can take a closer look into 30 sub-traits of personality and some expected behaviors from those traits. Knowing whether or not the candidate will be emotive and demonstrate a high-level of energy before they come into the interview will inform how you perceive their desire to work on the team.

      We want to make it so that you can spend more meaningful time with the best candidates for each team and not those that will pull the team down.

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