[IPAC-List] Getting people into jobs they're gonna love

Mark Hammer Mark.Hammer at psc-cfp.gc.ca
Tue Jun 7 09:12:51 EDT 2011

Fair points, all around.

Perhaps the solution is to incorporate "job happiness" tools into the
process (along with RJPs wherever possible), but place the choice in the
candidate's hands, rather than the hiring manager's.

Is that foolproof? I doubt it. Better, yes, but not a seamless escape
clause. Easy to imagine candidates who take a position they have been
informed would not be a great "life-fit" for them, and when 6 years go
by and they still haven't been promoted, they feel like somehow the
employer has decided not to advance them because "they're probably going
to leave anyway".

Obviously, that doesn't apply in every instance. But I do understand
your view that such a wholesale shift as I originally described is not
without risks and costs.


>>> "Pritchard, Ken" <Ken.Pritchard at MWAA.com> 2011/06/07 7:09 AM >>>

1. There is a danger here due to Title VII and other employment laws,
and the danger may trump everything else. What employer wants to
determine that someone is well-qualified for a job, but not well-suited
by his/her deeper needs, and thereby "help" the candidate "decline" the
job only to get sued (and lose) later on by the candidate?
2. There are systems that assess job content and what an individual's
work "preferences" are USING THE SAME (behavioral) CRITERIA so that one
can determine the degree of match as well as gaps. I think the best use
of such systems with the least danger to the employer are in the domains
of employee and organization development (including leadership
development), job design, talent "redeployment" for any number of
reasons (including RIF) and such FOR current employees (not candidates
for a vacancy and surely not for external candidates for a vacancy).

- Ken Pritchard


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