Job fit is the compatibility between an individual and a specific job and/or work environment. It involves assessing how well a person’s skills, abilities, interests, values, and personality traits align with the requirements and characteristics of a particular job or role. When there is a good job fit, the individual’s qualifications and characteristics closely match

Motivation at work refers to the drive, desire, and enthusiasm an individual has to perform in their role and achieve professional goals. It is the internal and external factors that energise and direct a person’s behaviour in the workplace. Motivation plays a crucial role in an individual’s performance and job satisfaction. When employees are motivated,

While personality traits do play a role in an individual’s performance, they are not the sole determining factor. If traits are the baseline, it’s the human ‘power skills’ that an individual holds that determine their success in a role. Performance is a complex outcome influenced by various factors such as skills, knowledge, experience, motivation, work

Opportunities to develop, learn and grow sit high among the reasons why people stay with their employers. In a challenging talent market, organisations should optimise every element of their offer to their people. It’s no longer enough to limit what you offer to your people to their salary and holiday entitlement. Pandemic and financial crises

Recruiting the right people is a significant challenge for employers. However, keeping them for the long term can be even harder. Develop a clear employee retention strategy which makes your organisation difficult to desert. Organisations too often leave it until the exit interview to discover why their people jump ship. But at this point, it’s

The most cost-effective and efficient way to keep talent in your teams is to prioritise the development of your people. Vacancies may be falling, and thus employers may see the power balance move in their favour. However, the competition remains high to attract, recruit and retain talented people with job-appropriate personality traits and skills. 83%

You might celebrate the arrival of your new hire on day one. But, don’t count your chickens just yet, there’s a long way to go. The success of a hiring decision depends on several factors, all of which involve a mix of judgement, timing and a dash of luck. Hopefully your decisions are largely made

The long-term retention of your new hires hinges on the quality of your onboarding process. As 83% of CHROs cite talent retention as a significant problem, it’s more important than ever to make sure that once you’ve hooked your new hire, you take action to keep them for the long-term. Research from November 2022, showed

Apply robust job role benchmarks to successfully hire, develop and retain the people you need.