Diamonds are cut in many ways, namely round, princess, single cut, old European, radiant, and pear, just to name a few types. There are different cuts for different occasions. Drawing a parallel comparison to the organizational context, Cut refers to the compatibility of the person to the job, to the company culture, to the supervisor’s style, and to the team. Finding the right person with the right cut for the job is not any different.
Depending on the context, circumstances and business life cycle at the time of the hiring, the “Cut” requirement will differ. To put it simply, the right person for the right job for the right reasons at the right time.
Consider the importance of putting the right person in the right job for the right reasons at the right time - misfits when an entrepreneur-led company hires a talent from a multinational corporation and vice-versa. The context and experiences where a person has been accustomed to the operational and functional structures of a MNC may not necessarily give him the adaptability required to work within an entrepreneur-led organization.
At times, it is not about the capability and competency, it could be purely a personality style mismatch and incompatibility between supervisor styles and team with the person’s past working styles. This is essentially a “cut” and compatibility issue.
Another example is when an organization does not recognize which phase of the business life cycle it is in when it attracts and hires the best talent money can buy. If the context and readiness of the organization do not match the expectations of the talent, this could also lead to many issues that may eventually lead to a wrong match. Hence, relevance of the context and timing must not be taken to lightly.
How can we find the most compatible cut? Easy. Harrison Assessments helps identify the most suitable candidate for the job.
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