Let’s assume that you join one such company but later realise that this isn’t the right fit for you. You may wonder how this happened when you had thoroughly checked the company’s background and read employees’ reviews. It can lead to regret.
Hormazd Mistry, CEO of ROI Institute India, which helps companies measure their projects and programmes, says regret often stems from a misalignment of expectations. When early career professionals find that a company’s values, work culture or opportunities for growth don’t align with their personal goals, they may question their decision to join the organisation. Hence, it’s essential to address these concerns through transparent communication. “My experience shows that early career professionals are least likely to quit when their role aligns with their educational background and career aspirations,” he adds.
Employees start getting a feeling of regret when there is a conflict between their personal values and the organisation’s culture, says Yadhu Kishore Nandikolla, Head of Human Resources, MassMutual India. Ascertaining alignment on these during the interview process is of vital importance.
Taking an example from their hiring trends, Nandikolla says they are hiring early career individuals in technology/IT and operations roles. He states that early career professionals are very passionate, curious and willing to learn quickly. They are often very loyal to an organisation, and can be retained for longer if they are trained in cutting-edge technology stack roles.
Mistry says that they are actively hiring early career professionals in marketing, business development, data analytics and customer support, areas which he believes can provide a solid foundation for early career growth. Since suitability assessment is a two-way street, what measures do employers take to ensure person-organisation fit?While elaborating on ROI’s hiring process, Mistry says, “Ensuring person-organisation fit is pivotal. We conduct thorough interviews to assess not only skills but also cultural alignment. Our onboarding process includes orientation, training and mentorship to help newcomers acclimate.”
He also adds that regular feedback and career development discussions further solidify alignment between individual goals and organisational objectives.
Nandikolla says that as part of their hiring and interviewing practices, MassMutual ensures its core values are used by the interviewers as filters for identifying talent that will fit the organisation. They also test behavioural and leadership competencies that assist in making sure candidates fit from a cultural standpoint.
Factors to consider before committing to any company
Both experts state several common factors that individuals must consider before starting or advancing their career journey with any company. These include alignment of values, job security, career aspirations, work-life balance, management styles, company’s reputation, growth opportunities, and salary and benefits.